There is no universal headcount that establishes the classification. Business staffing should reflect the genuine operation, with the resulting role assessed under the applicable rules.
Keep business decisions and review costs clear
Recruitment and payroll costs are separate from official charges and professional work. Ask what role and support analysis the estimate covers. Spending to create a chart cannot replace evidence of actual operations.
Clarify the costs of documenting the arrangement and current application charges. Separate recurring staffing expense from petition preparation, translation and applicable government charges. The employer files the petition and pays the I-129 fee, the fraud prevention fee, any applicable asylum program fee and optional premium processing, all listed on the USCIS fee schedule. Explain the real staffing or service arrangement and its ability to support the duties proposed. The company should understand what remains uncertain before treating an estimate as a complete transfer budget. If the U.S. entity is new, its incorporation, registered agent, banking, insurance and premises are real costs that also serve as evidence. Verify the qualifying relationship and one uninterrupted managerial or executive year abroad during the applicable three-year period before launch spending.