Not by itself. Explain actual capacity, tasks and the applicant’s duties. The case depends on the real management role and organization rather than a raw count.
Show what support is actually provided
Identify when staff work and what they complete. Have the applicant’s authority and personal operational duties assessed with that evidence. Do not treat every name as an equal unit of full-time support.
The required qualifying foreign employment, managerial or executive duties and doing-business evidence remain separate. A shift superintendent who directs a crew of operators is a first-line supervisor, and first-line supervision of non-professional employees is not managerial capacity by itself. A manager may qualify by managing a function rather than people, provided the function is essential and the person operates at a senior level within it. The proposed American job must be primarily managerial or executive, supported by the actual delegation of operational work; a title and direct production duties do not suffice. The requirement is one continuous year of qualifying employment abroad within the preceding three years, and time worked in the United States for the same organization is normally excluded from the count while the three-year window is extended correspondingly. The common mistake is using the spouse to relieve the transferee of routine tasks on paper before that support can genuinely exist.