Identify the actual evidence question first. Future training may not resolve a gap in the knowledge or experience being relied on for the proposed transfer. Look first at what the employer already holds. Procedure registers, project files and internal training records cost nothing to retrieve and often answer the question a new course was expected to answer. Buying evidence is a last resort, not a first step.
Separate education from case preparation
Ask which existing records need review and what professional work is included. Keep training costs and official immigration charges separate. No course purchase guarantees the required classification or approval.
Where a course is genuinely useful for the business, treat it as a business decision recorded in the business's own ledger, with a purchase order and an invoice, rather than as case preparation. That separation protects both accounts. On the professional side, ask in writing what the quoted fee covers: which documents are reviewed, whether a second supplier relationship would be assessed within the same scope, and what answering a request for further evidence would cost.
Attendance at a course cannot supply a year of qualifying employment abroad, cannot create a qualifying relationship between the two companies, and cannot convert general product competence into advanced knowledge of an organization's procedures. Those are the elements the classification turns on, and none of them is available for purchase.