No. Assess the actual plan to support managerial or executive duties within one year, together with the other new-office requirements.
Explain what the forecast depends on
Identify resources, opportunities and support assumptions accurately. No universal revenue number substitutes for the role analysis. A plan should explain how the applicant’s work is expected to develop, not merely display optimistic totals.
Identify whether the person negotiates policy, directs a function, performs routine sales or handles other actual tasks. Distinguish recurring duties from occasional events and identify who performs operational work. Describe how the foreign operation continues providing goods or services and who handles the transferred person’s former duties. Assess the applicable foreign-employment and role requirements using the real progression rather than backdating authority. The duties must be primarily managerial: directing supervisors or professionals, or running an essential function at a senior level, with authority over hiring and budgets. The rule is about the nature of the duties, and a manager of an essential function can qualify without a large staff. Customer contact is not automatically disqualifying, but L-1A demands work that is primarily managerial or executive.