Read the general investor planning overview
A signed offer is not the same as a complete evidence record. Before treating it as final, identify which terms are still open — start date, duties, reporting structure, or credential confirmation — and resolve those in writing. A signature does not settle a term that both sides still describe differently.
Separate signed from settled
Read the offer line by line and mark which terms are fixed and which are described as pending, subject to change, or to be confirmed later. A start date listed as tentative is not a fixed date even though the offer itself is signed. Treat every pending item as unresolved until a written update replaces the placeholder language.
Match duties to the underlying category rules
If the intended work depends on a specific listed profession or role, compare the offer's duty description against that requirement rather than against the job title alone. A title that sounds correct can still describe duties that do not meet the applicable standard. Ask the employer to describe day-to-day tasks in enough detail to check this before relying on the title.
Confirm who finalizes the record
Identify whether HR, the hiring manager, or outside counsel is responsible for issuing the final version of any supporting document. Set a date by which unresolved terms must be confirmed in writing, and treat the earlier signed offer as provisional until that update arrives. Keep both versions on file so the sequence of changes stays visible.
Separate the investor's case from an employee's case
An offer of employment inside a treaty enterprise raises different questions from the investor's own position, and the two are regularly confused. The investor's case turns on treaty nationality, capital irrevocably committed and genuinely at risk, an enterprise that is not marginal, and real authority to develop and direct it. An employee's case in the same enterprise turns instead on holding the same treaty nationality as the enterprise and on the role being executive or supervisory, or involving essential skills. A generous offer letter does not establish either. So read the document to see which position it actually describes, then check the matching conditions rather than a blended list. Where the answer is that the person will neither invest nor hold a qualifying role, the useful next step is identifying what else the facts could support. Hypothetical example: a food-safety auditor is offered a senior role in a treaty enterprise founded by someone of a different nationality, and the nationality mismatch, not the seniority of the role, is the item that has to be resolved first.
Decide what a written confirmation must actually say
When an open term is finally confirmed, the confirmation is only useful if it is specific. Ask for the corrected language itself rather than an assurance that the point is agreed: the exact duty description, the named legal entity, the fixed date, the reporting line. Keep the original document and every subsequent version, with the date each arrived, so the sequence of what was agreed and when remains visible to anyone reviewing it later. Where a term is confirmed verbally in a meeting, send a short written summary the same day and ask for agreement in reply, because a note nobody disputed is worth considerably more than a recollection. Set an owner and a date for each remaining item, and treat a term that has been open for two rounds as a signal that the parties disagree rather than that they are busy.
What else is on your mind?
Is there one minimum investment that guarantees E-2 eligibility?Is holding money or owning an asset enough for E-2?Editorial source review: 2026-09-07. General preparation guidance, not an individual assessment.