[duke_sam]

You’ve been given the chance to show that your previous success wasn’t just a function of the domain you were in and team you were on.

Taking a flailing org and being visibly a part of turning them around will open a lot of doors in your current company. Notably those open doors won’t really translate if you switch jobs. If you switch jobs you’ll have to rebuild the trust that senior middle-management have in you.

At the end of the day if you want to find a small niche and stay in it then senior staff+ is likely not for you unless your technical area is in demand and very complex.

[ramses0]

I'll also share a little of my brush with management... there's "easy mode manager" and "hard mode manager".

"Easy Mode" is when you're naturally promoted from IC to Manager in a problem domain you know, and already have the respect and admiration of your peers.

"Hard Mode" is when you're transitioned to manage a team where you don't know the problem domain, and don't already have a good working relationship with the people you'll be managing.

Much depend on your personality and support structure. If you're a "technical homebody" or don't have good support/rapport with the new director? This would be signals that this new role isn't the best fit for you.