Yes. The actual duties, employment arrangement and qualification requirements matter more than a shared title.
Compare the substance
Ask what the applicant will do in each role. Do not assume one favourable assessment automatically covers a different employer’s proposal. Hypothetical example: a textile conservator offered museum-preservation work by a U.S.
employer, while separately owning a small restoration studio. At a first review, the first review should match the listed profession to the detailed duties, then compare the degree or permitted alternative with the actual credential record. The records most likely to settle that point are passport or citizenship certificate, employer letter, transcript, and any required practice record.
Sequence the work deliberately: confirm the employer and duties before choosing the appropriate request procedure. A common error is calling a self-directed studio contract an employee role when the applicant controls the U.S. business; that error matters because a conclusion based on incomplete or mismatched facts may not carry to the final arrangement.
Write down the decision that remains after the review, the fact that could change it, and the record needed to resolve that fact. This creates a usable file rather than a collection of documents that cannot be connected to the actual plan.