Hold off on firm plans until the advisory-versus-operational question is resolved, since a role needing restructuring can add real time before the case is ready to proceed. A spouse's work plans need their own review separately, since TD status does not itself authorize employment.
Build in room for the role to be renegotiated
Because resolving this kind of classification question may involve real discussion with the employer about how the role is structured, avoid committing to a moving date, lease, or enrollment before that is settled. If a spouse intends to work in the U.S., treat that as an independent question with its own timeline. A household plan built around the employer's original preferred start date may need adjusting once the operational duties are reviewed.
Two further household matters belong beside that caution. Establish what each dependant would actually be permitted to do rather than only what status they would hold, because a plan in which one adult cannot work is a budget decision as much as a moving decision and is better confronted early than discovered late. And note that the period of admission is finite and renewable rather than open-ended, so a family thinking in school years should find where the renewal points fall inside their plan and treat each as a real event with preparation attached.
Put every passport expiry on the same page. Hypothetical example: a household moving with a consultant working on customs compliance processes writes the dates out once and finds a renewal decision, a passport expiry and a school transition all landing within the same four months, none of which had surfaced while the conversation stayed general.