Hold off on firm moving dates until the task split is resolved, since a role needing restructuring can take longer to finalize than expected. If a spouse plans to work in the U.S., that question needs separate review regardless of how the principal's case resolves.
Keep the household plan contingent on the duty review
A move built around an offer that later needs its accounting content clarified, or its consulting portion reduced, can slip past an initial target date. Avoid locking in school enrollment or a lease until the employer confirms the final duty split. For a spouse hoping to work, review that separately, since TD status does not itself grant employment authorization and the timeline for that question may not match the principal applicant's.
Two further household questions belong in the same conversation. Establish what each dependant would be permitted to do rather than only what status they would hold, because a plan in which one adult cannot work and the other's role is still being renegotiated is a budget question before it is anything else. And check how long the intended period of admission would run, since it is finite and renewable rather than open-ended, and a household planning around a fixed number of school years should know where the renewal points fall.
Hypothetical example: a librarian's household assumes a four-year horizon because that is how long the eldest child has left at school, and discovers the plan actually contains two separate renewal decisions inside that window, each of which is worth preparing for rather than encountering.