Grow From Senior To Staff Engineer: L5 To L6

The Staff Engineer promotion can feel impossible: it requires a level of initiative and ownership that engineers rarely demonstrate. However, the reward is immense: Staff Engineers are clear leaders in their org, often commanding [$500K+ in total compensation](https://www.youtube.com/watch?v=inydj1VZ0y0) (TC). This course is about breaking **beyond** the senior level as an individual contributor. We'll cover frameworks and tactics to optimize your promotion to Staff Engineer. The most common reasons for a failed Staff Engineer promotion are: - *"You don't have enough scope"* - *"You're not working strategically enough"* - *"You need to drive problems with more technical complexity"* It's easy to hear this and feel stuck. *How can I translate this into action?* The promotion beyond Senior Engineer (generally called Staff or Principal Engineer) is **not about working faster or longer** -- it's about behavior change that enables you to tackle more difficult problems. By the end of the course, you will: - 💡 Truly understand the **difference** between a senior engineer and a staff engineer (more than a career matrix) - 🧠 Create **clear mental models** to develop L6 behavior - 📃 Identify your **fundamental gaps** to staff - 🗺️ **Chart a path** to Staff Engineer - 🧐 Go through Staff Engineer **archetypes** to find your fit ### Who is this course for? - You're a senior engineer in Big Tech looking to **get promoted, but struggling to find scope and influence**. e.g. Google L5, Amazon SDE 3 - You're an engineering manager or director and want to provide **concrete guidance for your engineers** to achieve career growth. - You're an engineer who wants to validate your career direction by **learning how** **very senior engineers are evaluated** at larger companies.