The refusal notice or CBP record itself matters most, followed by whatever evidence was missing or unconvincing the first time. Bring the original application package, employer correspondence, and any notes taken during the refusal for a side-by-side review with counsel.
Compare the old file against the stated gap
Lay the original submission next to the refusal reasons and mark where the evidence fell short. If a duty description was too vague, the new version needs specifics: tasks, supervision, deliverables. If a credential wasn't accepted, an evaluation or clarification letter may help.
Bringing the complete prior file, not just a summary, lets a reviewer see exactly what an officer saw and avoid repeating the same weak points. Hypothetical example: a technical publications writer is refused after presenting a letter describing broad communications duties, and the employer offers to write a longer letter. A first review would ask instead for a letter that is more specific rather than longer: the documents to be produced, the technical subject matter, who reviews the output, and the qualification relied on.
It would also compare the corrected letter against the contract to make sure the two now agree, since a second attempt that introduces a fresh inconsistency has replaced one problem with another. Keep the refusal record, the original package and the corrected documents together as one set, since a reviewer needs to see all three to judge whether anything has genuinely changed.