No. The actual duties, authority and other applicable requirements must be assessed. Public-facing language may not explain the legal capacity of the position.
Use the title as context, not the conclusion
Explain what the applicant actually manages or directs and who performs operational work. If different records describe the role differently, identify the reason and supporting evidence instead of assuming the highest-sounding title controls.
The American role must then be managerial or executive in substance. Reconcile any public-facing title used in marketing materials, a website biography or a press release against internal records such as signing authority, budget approval limits and who the applicant reports to, since external language is often written to impress a public audience rather than to describe legal duties precisely. Identify which internal document, an offer letter, an organizational chart or a board resolution, actually defines the position's authority, and treat that as the primary source when descriptions conflict. Ask whether the public title was assigned for external relations purposes while day-to-day work remains largely operational, because that gap can undercut a managerial or executive claim even when the printed title sounds senior. Confirm who has final sign-off on hiring, spending and strategic decisions attributed to the role, and be prepared to explain any difference between how the position is described publicly and how authority is actually exercised.