The primary role of a low-code developer is executing the project backlog and building an application. As a developer gains more experience, they may choose to become either a senior / lead developer or put their skills into becoming a test manager. Whatever the path, a low-code developer often avoids specialization, as the demands of low-code development call for a more multi-disciplinary approach. This makes finding and fostering low-code developer talent unique from traditional high-code recruiting.
When putting together your team of developers, Appian strongly recommends a ‘Team of 3’ structure for most projects, with larger projects or programs consisting of multiple smaller teams. A low-code development team should also strive to be cross-functional, such that anybody can take on any task at any given time. With that in mind, let’s take a look at how to identify, structure, and foster the growth of your low-code development team.
One of the most common challenges faced by organizations is locating and hiring low-code developer talent. Something unique from hiring traditional high-code developers is that low-code developers don’t necessarily need to have heavy technical backgrounds or prior experience with high-code. In fact, some of the most successful low-code developers come from creative or multi-disciplinary backgrounds.
That being said, here are some general technical requirements every low-code candidate should have:
Although not essential, people with deeper programming skills in Java, C, or other common languages are also great candidates for low-code development. Many experienced high-code developers are drawn to the speed and efficiency of low-code, which gives them the freedom to work on problems that are actually worth their time.
The average size of a low-code development team is 3 to 4 people, usually focused on a single project at a time. There is generally a mix of experience levels, starting off with at least one Appian Certified Associate Developer. These are more junior members of the team who are expected to be project ready, but still work under the guidance of more experienced team members. At least one developer on your team should be approaching or have already attained Appian Certified Senior Developer status. Having a senior developer won’t only bring more experience to your projects, but also provide valuable mentorship for less experienced team members.
Since we believe small teams are the most efficient for low code development, we expect our developers to start building additional skills along their learning journeys. We call this the “Developer and _____” approach. This helps drive collaborative thinking and creates for more versatile teams.
There are various supplemental skills a low-code developer might pick up, some of which may be driven by larger business needs, or local team requirements. Here’s just a few common pairings we’ve seen:
Some of these additional roles naturally connect with the associate, senior, and lead developer positions. For example, the lead developer often serves as the project architect, while senior developers may also serve as scrum masters or RPA ninjas. Let’s take a closer look at each developer role individually and see how to best acquire and foster the talent needed for low-code success.
At the start of their Appian journeys, developers will have participated in two to three weeks of training under the certified associate developers program. They will have gained some software development and relational database experience, in addition to gaining some familiarity with each Appian components and object types. The program also covers some best practices surrounding the use of each object.
Associate developers, at a high level, should understand the connection between Appian applications and relational databases. They should be able to execute simple SQL database queries (table manipulation), and have a general understanding of the software development lifecycle. This should include knowledge of requirements gathering, so as to better help them contribute to the project team.
Appian certified associate developers are part of the Appian Community and work closely with mentors to further develop their skills and grow their careers.
Here’s some additional guidelines to look for in an associate developer:
Senior Developers are able to design, build, test, deploy, and maintain Appian applications. They properly utilize each of Appian’s core components and implement them according to proven design patterns. They can design a relational data model for an application and perform advanced database functions. Furthermore, Senior Developers have an academic understanding of advanced Appian components and configurations such as plugins and connected systems. They often troubleshoot and debug common issues, and know where to locate more information when required.
Senior Developers help guide project teams by performing code reviews and acting as technical resources. They also serve as a point of escalation for junior developers within the team regarding performance and scalability issues. Senior Developers work closely with the client’s internal teams, such as database administrators, DevOps leads, and quality assurance throughout the project lifecycle.
Guidelines for hiring a Senior developer are the same as those listed for an Associate developer, with the added requirement that they have between 6 and 12 months of focused Appian project delivery experience.
Lead developers leverage their knowledge of Appian design patterns and deep technical experience to guide the team–and the organization–through project scoping and development. They often advise leaders and planners on the best courses of action. Lead developers also serve as mentors to other developers, providing best practice guidance and the know-how to solve any problems that may arise.
In larger organizations, lead developers aren’t usually focused on a single project at a time. Rather, they might oversee and provide input on several projects simultaneously. The bulk of individual project work happens with the Associate and Senior Developers.
Here’s some additional requirements to look for in a lead developer:
Don’t worry if you can’t find a lead developer, or even a senior developer, from the get-go. Many successful organizations choose to recruit associate developers, or train their own IT staff to become associate developers. These associate developers are then paired with external project delivery services while they gain experience. At highly advanced levels, organizations also take advantage of Appian’s expert services, where we can provide high level advice and guidance while your own developers grow.
Quality assurance experts, sometimes called Test Managers, need familiarity with the QA tools and approaches your organization uses. They should already be comfortable using common testing tools, e.g. FitNesse, Selenium, Cucumber, etc. A test manager also needs to be comfortable communicating discovered issues with the development team, so communication skills are a must-have.
Here's some general requirements to look for in a test manager:
There is usually overlap between test managers and low-code developers. When possible, look for a developer on your team to take on the role of test manager.
Supporting low-code developers along their journey is Appian Academy. Through the Academy program, Appian offers both free and paid training opportunities to support a new hire with no Appian experience all the way through Senior Developer. The learning path is self-paced, making the program flexible and convenient for learners.