It may require additional analysis of the actual duties and employment history. Ask what the quoted work includes before assuming an earlier assessment covers the promotion. Ask for the scope in writing, itemised by task rather than by outcome: reviewing the foreign employment year, reconciling the role description against corporate records, preparing the petition, and responding if further evidence is requested. An estimate that names only the classification hides which of those steps an earlier assessment already covered.
Separate promotion costs from review costs
Training, compensation and replacement hiring are business decisions. Track them separately from professional work and official charges. Paying for management training does not itself establish the required capacity or guarantee approval.
The costly failure surfaces late: a description that does not match the records, a request for more evidence, then a rebuild under time pressure with a start date already promised. That second round costs more than the first assessment would have, and a document nobody reconciled is what caused it. Budget the reconciliation as work in its own right.
Keep the business's own spending separate from professional and official charges, since training, severance for a departing manager and the recruitment of a successor are incurred whatever the immigration outcome. Merging the two makes both harder to control and obscures which cost is actually buying progress on the file.