Bring the applicant's designation certificate, jurisdiction of licensure, and a detailed task-by-task breakdown of the proposed role from the employer, ideally with estimated time allocation. A generic job description will not show the split; a task list will.
Ask the employer for a task breakdown, not a title
Request that the employer itemize what the position actually involves, distinguishing financial statement work, audit or assurance tasks, tax compliance, and general advisory or strategy sessions. Time estimates for each category, even approximate ones, make the review far more concrete than a paragraph describing the role generally. This document becomes the basis for deciding whether the accounting content is substantial enough to support the case.
Two things make that breakdown more useful. Ask for it on the employer's letterhead and signed by someone with authority over the position, because an itemisation produced by the candidate carries a different weight from one the employer has committed to. And ask that it describe the work in operational language rather than in the vocabulary of the profession: what is produced, for whom, how often, and who reviews it.
A description written to sound like accounting is easy to produce and hard to rely on; a description of what actually happens each week can be checked against the team's calendar and the organisation's own reporting cycle. Hypothetical example: a technical publications writer's offer lists documentation, training design and marketing copy in one paragraph, and a signed breakdown showing the proportion of each turns an argument into an arithmetic question the employer can answer.