Request a factual duty description, the reporting structure and examples of technical deliverables that can be shared lawfully. Include the offer and purchasing responsibilities, so the reviewer sees both sides of the job rather than a selection of favourable tasks.
Use descriptions without exposing confidential designs
The employer can explain the type of analysis without sending customer secrets or source drawings. Ask counsel what level of detail is useful and have the employer approve any example. Do not invent projects or assign the applicant responsibility that belongs to another team.
Identify whether the employer genuinely changed the job or only clarified its description. Resolve the factual difference with the responsible organizations before relying on either account. Arrange the records so a reader can move from the institution's own document to each later description of it. Keep the limited confirmation and identify other reliable evidence of the actual work. The offer letter should match: same project, same site, same supervisor. A common mistake is omitting a schedule that changes supervision, worksite, or responsibilities. A short résumé and the offer letter help the officer connect the pieces.