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The blanket process puts the entire burden on you
Here is something many applicants don't fully appreciate until it's too late: in a blanket L1 application, the visa officer has no information about you before you sit down. They don't know your background, your expertise, your managerial track record, or the depth of your specialised knowledge. And unlike an individual petition, the only documents typically asked for at the window are the I-129S and the I-797 — not even the support letter. That means you cannot rely on a thick folder of paperwork to make your case. The entire responsibility of communicating who you are and why you qualify falls on two things: your DS-160 form and the answers you give the officer in the room.
How to use your DS-160 to make your case before the interview even starts
Because the officer has so little to go on, your DS-160 is your first — and sometimes only — opportunity to tell your story on paper. If you are applying as a specialised knowledge worker, use the DS-160 to clearly highlight your specialised skills, your proprietary platforms, and anything you have built or developed from inception. Be specific. Generic job descriptions won't move the needle.
If you are applying for a managerial role under L1A, your DS-160 needs to spell out your direct and indirect reportees explicitly. It should also cover the broader scope of your managerial function: budget ownership, P&L responsibility, profitability targets, stakeholder collaboration, and the strategic decisions you are empowered to make. Every one of those points should then translate directly into how you answer questions in the interview. The DS-160 and your spoken answers should feel like two versions of the same coherent story.
What the approval data actually shows in 2026
The good news is that blanket rejections were noticeably higher in 2025. In 2026, I have seen that trend improve. When I analyse the cases that are getting approved under blanket, a few factors come up consistently.
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A significant portion of blanket approvals are going to applicants from well-known, established multinationals with a strong presence. When the company itself is recognisable, the officer spends less energy worrying about whether the organisation is legitimate — which frees them to focus on you. If you are from a less prominent company, you need to work even harder to establish context through your DS-160 and your answers.
Number of years with the company
Approval rates improve when applicants have worked with the company longer — and this is especially true for L1A cases. The longer your tenure, the more credible your claimed expertise and leadership track record appear to the officer.
Salary
Higher salary correlates with better outcomes. When the officer asks about your US compensation, mention the gross fixed figure as stated in your petition. But don't stop there — if you are also receiving a bonus, incentives, or RSUs, tell the officer. You may not know the exact value at the time of the interview, and that's fine. Simply letting the officer know that additional compensation exists adds another signal that you are being brought over for a senior, high-value role.
Your performance in the interview
This one is harder to quantify, but it is just as real as the others. There is a meaningful difference in outcomes between applicants who communicate clearly and convincingly and those who don't. The officer is forming an impression in a very short window. How you present your expertise, how confidently you describe your responsibilities, and how well your answers connect to what's on your petition — all of it matters. Preparation is not optional.
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