No. The actual review, instructions and visa availability remain relevant. Do not convert general process information into a fixed individual result.
Plan around confirmed events
Track genuine requests and decisions. A preferred move or work date does not establish permission or accelerate an unresolved eligibility issue.
Follow current official instructions and keep records of communications and submitted documents, and identify what the household would change if a later step requires more information or takes longer than expected. Keep records of communications and dates for both, and avoid setting a moving date, resignation date or lease based on either process's promotional or general processing language. Build a dated review file around the dated official terms, payment instruction, vetting sequence, immigration filing stage, family documents, and travel commitments. Official material describes the process in terms of weeks, but that is a description rather than a guarantee, and the final step depends on visa availability under EB-1 or EB-2 as well as vetting, interview scheduling, and any request for further documents. A replacement hire's start depends on their own case reaching a determination rather than on the company's history with the programme, and vetting, document requests, an interview, and visa availability all sit outside the employer's control.