I suggest you avoid cart before horse: 1. You need to suss out whether they’re interested in filling or creating any larger role. They might have other priorities if there have been layoffs and might have no interest in doing as you hope. I’d allow a month or two for stuff to settle after layoffs, before raising such questions. Why: The company just went through something traumatic. People need to catch their breath. Plus, if there are needs or gaps that make such a role necessary, they’ll start showing up and you can point to them. 2. If you find out that they are interested in No. 1, then you need to find out what that role would look like and what the requirements would be, agnostic of you. Why: Companies usually create roles to meet their needs, not to meet someone’s career goals. 3. Only once Nos. 1 and 2 are clear would I even bother considering whether you’re qualified or can persuade them to give you such a role. FWIW, if you want to lead, you’ll be better qualified if you increasingly think through problems in separate layers or steps. Why: 1. It’s hard to problem-solve optimally when looking at issues in big, hairy balls. 2. Not only would you have to be able take things apart for yourself, you’d presumably have to help guide others and help them problem-solve more effectively and such.