Degrees, diplomas or certificates with transcripts, plus written confirmations covering any experience being relied on. Where documents are not in English, translation is a separate step from any credential evaluation, and the two serve different purposes.
Build the experience record with employer confirmations
Letters from past employers carry more weight than a resume because they state dates, position and duties from the source. Ask former managers for confirmation while those contacts are still reachable, and keep samples of published manuals where the employer permits sharing them. If a former employer no longer exists, ask counsel what secondary evidence, such as contracts or tax records, may reasonably substitute.
Set out what each letter must contain before requesting it: employer name, position held, exact start and end dates, and a duty paragraph written in the past tense about documents actually produced. A confirmation saying the applicant worked in documentation establishes little. Where confidentiality prevents sharing the manuals themselves, ask whether the former employer will instead confirm document types, revision identifiers and the applicant's role in the revision record; that request usually clears their legal review when a request for copies would not.
Hypothetical example: a clinical trial records coordinator cannot circulate protocols or study reports at all, and a signed statement listing document identifiers, dates and the authoring role is the workable substitute. Ask each former employer to send the letter on letterhead with a named signatory and a direct contact, since a reviewer who cannot verify a confirmation may treat it as unsupported.