No. Follow the actual transfer process, including the published charge and new background check, and assess the new applicant under the applicable requirements.
Track the official action rather than the personnel announcement
The FAQ’s ability to reuse the earlier gift does not guarantee the replacement’s approval or timing. Do not present an internal effective date as the completion of immigration review.
Check the applicable immigration documents and remaining steps before committing to a start date as certain. Build the replacement's own file rather than copying the departing employee's, since eligibility for a corporate transfer is assessed against the new person's own background, role, and qualifications, not inherited automatically from a predecessor's approval. Confirm whether the role the replacement will actually perform matches the description the earlier corporate sponsorship was built around, because a title change or a broadened set of duties can turn a straightforward substitution into a case that needs fresh analysis. Business planning should assume a transition period with interim coverage rather than a seamless handoff, since the new background check and any remaining review steps run on their own schedule regardless of how quickly the internal announcement is made. Where the sponsoring organization intends to rely on the earlier gift, confirm in writing which conditions attach to that reuse and whether the replacement's circumstances still satisfy them before treating the substitution as routine.