Read the general professional work overview
A Saint-Constant applicant may find that the employer’s recruiting advertisement describes a broader role than the final offer. Explain the real professional position rather than treating either document as automatically controlling the TN assessment.
Identify the actual offer and any material discrepancy
Record the duties, employer, compensation and intended duration the employer actually proposes. Hypothetical example: an advertisement covers several possible assignments, but the applicant receives a specific professional offer. Preserve the authentic records and have the employer explain the actual scope instead of silently deleting a relevant contradiction. Record where each version came from and when: the date the advertisement was published, the date the offer was issued, and the date any clarification was signed. A sequence with dates can be explained; a folder of undated printouts cannot, and the explanation is what the file exists to provide.
Test the work against the listed profession
The final position still has to fit a listed TN profession, with Canadian or Mexican citizenship and that profession’s prescribed credentials. Match each material duty to the employer’s explanation and the qualification actually held; do not turn a broad advertisement into evidence of work that was never offered. Where the degree is from an institution outside Canada, Mexico or the United States, retain the reliable credential evaluation separately from its translation. Experience is not a universal replacement for a required degree. The useful question is which discrepancy changes the professional assessment, not which version sounds more impressive.
Keep ownership and temporary work accurately described
Services to a U.S. entity solely owned or controlled by the applicant are prohibited under TN. Identify the real arrangement and proposed temporary work rather than relying on the public advertisement as proof of every condition. A clarified job description is evidence to assess, not permission to begin the U.S. work by itself.
The one document that decides which version of the job counts
When two descriptions of the same job disagree, the question is not which reads better but which one the employer will stand behind. That is the signed offer or the support letter addressed to the applicant, naming the position, the duties, the employer entity and the intended duration. An advertisement is a recruiting document written for an audience of strangers, and nobody signed it in the applicant's favour. Where the two conflict, ask the employer to issue a short written clarification stating which duties are actually proposed and confirming that the advertisement described a range of possible roles rather than this one. A weak version of that clarification simply repeats the offer; a useful one addresses the discrepancy by name, because a document that does not mention the problem cannot resolve it. Keep both versions in the file rather than discarding the advertisement, since removing an inconvenient document is itself a fact about the file. The occupation must appear on the professional list and the applicant must hold the credentials that list prescribes, so the clarification should describe duties that can be matched to the qualification actually held. Hypothetical example: the offer letter for an engineer names a narrower set of duties than the posting, and a one-paragraph clarification from the employer is what makes the two documents readable together.
What else is on your mind?
Is a matching job title enough for TN?Can years of experience replace a degree for TN?Can my own U.S. company employ me under TN?Can my spouse work if I hold TN status?Editorial source review: 2026-09-07. General preparation guidance, not an individual assessment.