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Be careful what you wish for. At many companies, especially FAANGs, the jump from Senior to Staff is huge. As other coaches have stated here, much more is expected than just technical mastery.
Promotions up the career ladder work like a pyramid. Not everyone who deserves it gets promoted. And because the competition is fierce for such coveted roles, external hires applying for Staff-level roles need to be even more deserving. Be ready to walk on water twice, backward, if you are desiring a Staff role as an external candidate.
Then there's the current tech job market. You don't need a coach to tell you how challenging this current lull is. Ample talent is sitting on the sidelines, willing to compromise on role and level to get employed again. Managers and Staff ICs are interviewing for tech lead roles, willing to step back to rejoin a team. Sr. Staff ICs are willing to accept a level-down to Staff. Even if you are a stellar Staff IC, your competition for those roles will be far fiercer. So ask yourself: is it better to step up to the plate and attempt to hit a grand slam (obtain a Staff-level offer), or would it be strategically better to put the ball in play, hit a single or double, get in the game as a Senior (Tech Lead), and then prove yourself to be Staff over time?
How risk-averse are you? How confident are you that you will meet all expectations as a Staff Eng out of the gate? In this job market, does it make sense to lower expectations, take a Sr. role, and be promoted to Staff later?
Even if you hit that grand slam, getting hired as Staff is just the first inning. Now you have to deliver daily. That's a tall order for someone external to the organization trying to assimilate into the culture, learn how to navigate the politics, draw the faction map to determine who has power and authority across the org, and then brilliantly listen, communicate, mentor, and influence across a wide swath of stakeholders. Welcome to the life of a Staff engineer.
