Use accurate role assignments, effective dates and evidence of who will perform the work. A statement that duties will be delegated is not the full explanation.
Connect the handover with the proposed authority
Identify the recurring tasks, the responsible roles and the applicant’s ongoing oversight. Keep vacancies and future hires visibly prospective. Do not invent a staffing minimum or claim an assignment is completed merely because the promotion notice was signed.
The strongest evidence that a role is primarily managerial or executive is documentary delegation: resolutions or written authorities granting hiring, spending and decision-making powers, organisational charts showing the functions and staff supervised, and records of decisions the beneficiary actually made. Documents that show delegated power rather than describe it: board resolutions, signing and spending authority limits, organizational charts for both entities, minutes recording decisions the individual made, and the employment agreement's description of reporting lines. Someone must obtain certified corporate records from another jurisdiction, retrieve payroll from a former group company, reconcile employment dates across systems, and write a support letter that describes managerial authority accurately.