The number of sites alone does not decide eligibility. Review the actual professional duties and employment arrangement.
Explain the work at every site
Identify who directs the applicant and what tasks will be performed. A route assessment needs the substantive assignment, not just a list of addresses. Hypothetical example: a metallurgical engineer is offered a role that alternates laboratory analysis with supplier audits.
Start with a side-by-side comparison of the actual duties, the chosen listed profession and each credential element. The deciding record is usually the employer’s detailed signed description paired with the final qualification record, not a generic job title. Sequence the review by resolving profession fit before travel arrangements.
A frequent failure is treating broad technical experience as a substitute for a specific listed requirement, or overlooking that the work is effectively for an applicant-controlled business. The employment arrangement must be prearranged and cannot be self-directed U.S. work.
If facts remain unsettled, revise the description before choosing CBP classification or an employer I-129 request. Write the conclusion against the employer’s final duty list, so an inaccurate credential match or ownership fact is corrected before any request is made.