IN THIS GUIDE · Deciding what a recruiter may handle in TN preparation, and where factual attestation and licensed legal advice have to come from
Start with the TN eligibility and application overview
Separate coordination from legal judgment
Chasing transcripts, booking calls, formatting a package and tracking deadlines are administrative tasks a recruiter can absorb. Whether the proposed duties fall within a listed profession, whether the applicant's credentials match that profession's accepted alternatives, which route applies given citizenship and current location, and whether an ownership interest raises the self-employment problem are legal questions. Getting those wrong is not a formatting error; it can end the application. Review the signed employer statement against the offer, credential record, and ownership documents before choosing the next step. This shows whether a factual gap needs primary evidence or legal assessment, rather than a recruiter’s assurance.
Name who attests to each fact
The employer's support letter describes duties, supervision, remuneration and the period of the assignment. Whoever signs it should actually know those things, which usually means the hiring manager or an authorised officer rather than an external recruiter. The applicant attests to their own citizenship, education and history. If a recruiter drafts language nobody verified, the employer may be left defending statements it cannot support at an interview or inspection. Review the signed employer statement against the offer, credential record, and ownership documents before choosing the next step. This shows whether a factual gap needs primary evidence or legal assessment, rather than a recruiter’s assurance.
Decide where the personal history goes
Some facts belong in a confidential conversation with counsel, not in a shared recruiting thread: a prior refusal, a period out of status, a criminal record, or a health matter. Decide early who receives what, whether the recruiter is copied on legal correspondence, and who holds original documents. An applicant should be told clearly which channel is privileged and which is not before disclosing anything sensitive. Review the signed employer statement against the offer, credential record, and ownership documents before choosing the next step. This shows whether a factual gap needs primary evidence or legal assessment, rather than a recruiter’s assurance.
Put the division of work in writing
Write a short allocation before drafting begins: what the recruiter coordinates, what the employer confirms and signs, what counsel reviews and advises on, and who pays for each part. Confirm that the recruiter's engagement does not include immigration advice, and route any question about what is lawful or permitted to counsel. A final legal review before anything is signed or presented keeps the pieces consistent. Review the signed employer statement against the offer, credential record, and ownership documents before choosing the next step. This shows whether a factual gap needs primary evidence or legal assessment, rather than a recruiter’s assurance.
Sources reviewed 2026-09-07. This guide covers a preparation focus; it is not an individual eligibility assessment.