Timing depends on how quickly the employer can produce a clear task breakdown and whether the offer needs restructuring to reduce non-accounting work. A role that already matches cleanly moves faster than one needing negotiation over duties.
Sequence the duty review before the filing timeline
Set a date for the employer to provide a task breakdown, then a separate date for confirming whether restructuring is needed. Only once the accounting content of the role is settled should the broader filing and admission timeline be planned. An employer pushing for a quick start should be told that a genuinely mixed role needs this review first, since filing before the duties are clarified risks building the case on an inaccurate description.
Add one more sequencing point that mixed-duty cases regularly miss. Once the split is settled, someone should own the question of whether it stays settled, because a role that begins as substantially professional work can drift, particularly where the employer originally wanted the other half of it. A promotion, a reorganisation, or the departure of a colleague can shift the balance without anyone treating it as an immigration event.
Agree at the outset who reviews the position each year and what triggers a fresh look. Hypothetical example: a hotel manager's role acquires a regional development remit in its second year, and because someone had been made responsible for the annual comparison the change is examined before it takes effect rather than being noticed at a renewal, when the options are considerably narrower.