Explain the current assignment and whether any migration or historical support work still uses the applicant’s knowledge. Do not present the discontinued package as an active offering without clarification.
Connect past learning to work that still exists
Identify the actual remaining duties and any new process the employee must learn. Have material changes reviewed before relying on the original support narrative or proposed start date. A discontinued offering can still generate real specialized-knowledge work through wind-down support, data migration or contractual obligations owed to existing customers, so the relevant question is what function that work now serves rather than whether the original product remains for sale.
Ask the employer for the transition plan, end-of-life support schedule or any residual service contract that shows the applicant's continuing involvement, since these documents demonstrate present duties more persuasively than a description built around the retired offering's original features. Where no such residual function exists, the assignment likely needs to be reframed around whatever current product, platform or internal system now occupies that role, with the applicant's prior expertise presented as background rather than the basis for the U.S. duties.
Have counsel confirm that the organization is still doing business in the way the filing describes before submission, because a petition anchored to a service that has fully ended can undermine both the specialized-knowledge showing and the broader description of ongoing operations.