No. Assess the actual proposed managerial or executive work, qualifying employment and company relationship. Holding office is not a substitute for those facts.
Separate collective and personal authority
Identify what the board decides and what the applicant would decide in the job. Explain retained approvals and operational support. Do not assume the board’s full authority belongs to each director individually.
Separate the board's fiduciary oversight, such as approving major transactions or setting policy, from the daily operational authority the position would actually carry, since minutes reflecting collective votes do not clearly describe any one person's individual duties or daily workload. Prepare a role description distinct from board materials that lists who the applicant would supervise, what decisions could be made without a vote and what daily operations would be directed outside meetings. Confirm what approvals still require board action even after the position is filled, and identify which of those approvals the applicant could recommend but not finally make alone.
Ask how often the board actually meets compared with how the role would function on the ordinary days between meetings, because a position built mainly around periodic meetings looks quite different from one built around continuous direction of people or a function. Document the qualifying foreign employment and the qualifying company relationship separately, since board membership does not stand in for either requirement on its own.