The organisations must stand in a qualifying relationship, the employee must have one continuous year of qualifying employment abroad within the prior three years, and the U.S. role must require special or advanced knowledge of the organisation. That knowledge need not be proprietary or unique.
Check the cheap conditions first
Confirm the qualifying relationship and the foreign-employment year from the ownership, payroll and travel records before assembling the technical evidence. Then test whether the U.S. role requires special knowledge of the organisation's product, service, equipment, techniques, management or other interests, or advanced knowledge of its processes or procedures. That knowledge need not be proprietary or unique, but a widely held welding certification by itself shows general trade skill rather than the required company-related knowledge. Records linking the employee to a procedure this shop developed and uses may support the distinction, provided the petition explains why the employee's knowledge is special or advanced.
The initial review should identify a precise internal capability and attach a record to each part of the claim: its development, restricted use, and need at the receiving entity. Repository history, training material, and technical change records can settle those points better than a résumé. Separately, ownership documents and payroll establish the baseline relationship and qualifying year. The decision is whether the transfer concerns company-specific knowledge or merely an advanced trade skill. Hypothetical example: a ceramic-kiln technician has mastered a proprietary firing sequence, so the company preserves the dated process revisions that show why the sequence is not public industry practice.