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James Hickey
James Hickey

Posted on • Edited on • Originally published at yourdevcareer.com

What's The Difference Between A Senior And Lead Developer?

For software developers, more often than not, job titles don't really mean that much.

Take for example these:

  • Software Developer
  • Software Engineer
  • Web Developer
  • Full-stack Developer

These titles could potentially represent the exact same position and duties!

It usually comes down to the actual job description itself and how the company views it's different tiers of developers.

But when it comes to "senior" and "lead" developers, there usually is a difference.


P.S. This article is originally from YourDevCareer.com where you can check out more articles and resources to help accelerate your career growth!


Senior Developer

A senior developer, in my view, is not marked by his title (of course), but by these traits:

  • Very competent in the core technologies used in his/her organization
  • Understands high-level architectural design and patterns
  • Experience building "full" solutions
  • Actively mentors intermediate and junior developers

The most important of these is the last.

You can be an expert with, let's say, JavaScript and building NodeJS apps.

But, if you can't take your experience, expertise and knowledge and transfer it to your team members then I wouldn't say you are really a senior developer.

What's the best indicator of being a senior dev?

Do you regularly have other team members coming to you for advice and help?

Sometimes you may find yourself thinking:

"Why does everyone keep asking me questions! Just go learn it yourself!"

Instead of being upset - you should be thankful and encouraged!

You're someone who your team trusts and considers the go-to for knowledge and expertise!

Lead Developer

A lead developer has the abilities and skills of a senior developer. But more 😊

The lead developer can act as a senior developer - mentoring, providing general design guidance and puts work into the foundation and early stages of a product's development.

But more importantly, the mark of a lead developer is:

They are a bridge or connector between your development team and the other business-oriented departments in your organization.

Lead developers often:

  • Aid in planning product development and timelines
  • Provide feedback to marketing or sales teams
  • Discuss and aid the CEO or top managers to make sure that the development team and technologies being selected are aligned with the business' goals and vision of the company.

This means lead developers require:

  • Good communication skills
  • Good understanding of the product
  • Good understanding of the business problem the software is solving
  • Good understanding of the field the software's users are part of (medical, HR, etc.)
  • Understanding of other disciplines like management, product development, marketing, etc.

Summary

I suppose the short way to say this is that senior developers are leaders who are mostly "inward" facing - towards their development team.

Lead developers are more outward facing - bridging the gap between the development or technical team and all the other departments in the company.

Becoming a lead, therefore, is much more about knowing how to think about the "big picture" and being able to translate business terms into technical terms.

It also involves translating technical solutions into language that non-technical co-workers will understand 😊

What do you think? Let me know in the comments!

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Top comments (50)

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jonrandy profile image
Jon Randy 🎖️

Everywhere I've worked in 20+ years as a developer, 'Senior Developer' essentially boils down to 'older developer' 😃

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flexdinesh profile image
Dinesh Pandiyan

Hahaha. I can attest to this. 😂

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mattcanello profile image
Mateus Canello Ottoni

Damn! I'm a Lead Developer and I didn't even realize. I guess I need a salary increase 🤔😂

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amberwilkie profile image
Amber Wilkie

Me too :0

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ddonprogramming profile image
Decebal Dobrica

same reaction ! :))

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asantacreu profile image
asantacreu

Same reaction too! :D

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clovenlife profile image
Aaron Lee Kafton

This is just a reworked Peter principle. Taking skilled people away from their strongest skill set.
The idea that one cannot code in our old age is ridiculous. Imagine telling a doctor that he's too old to keep up with modern medicine

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danielrvt profile image
Daniel Rodriguez del Villar Trimarchi

This is important. Management and development are two distinct skill sets.

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svella profile image
Shon Vella

In my (considerable) experience Sr Developer is usually a title associated with a pay grade, whereas as Lead Developer is usually associated with a position or assignment. Or in other words, this article is trying to compare apples and oranges.

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danmeade profile image
Daniel Meade

I was made a Lead developer, and while it did bring more responsibility, it didn't bring an upgraded pay grade.

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jamesmh profile image
James Hickey

I've had the opposite experience :)

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svella profile image
Shon Vella

Interesting. I've held both lead developer and principal architect roles most of my 30+ year career, and while these were reflected in the org chart, neither was reflected in pay grade (or HR for that matter) in any way.

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jamesmh profile image
James Hickey

In my job market senior vs. lead devs are two specific roles I've seen both in organizations I've been with and also reflected in job postings too.

Given how variable our industry is, it's not really surprising that different people in different markets or living in different areas would have a different experience 😜

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svella profile image
Shon Vella

Ah yes, job postings are a different story - those definitely conflate role/position and pay-grade into one thing and that rarely reflects reality.

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himanshu232 profile image
Mr Himanshu Patel • Edited

In the end, the whole article is pointless if person to person, country to country and org to org the definition varies. And this is the case everywhere right now. I believe title should strongly reflect the salary and work you are being assigned. Most cases this doesn't happen, because interviewee and interviewer lie. It is all about supply and demand.

I have seen so many linked in profiles where people have long list of positions in just five years career, mostly show off. On the other hand, I have seen very few brilliant programmers simply say "I am just a passionate developer". No bullshit of senior, tech lead etc. These guys can build databases, UI, architect, communicate effectively with top brasses, have website, write articles and teach their juniors life long skills. I have one mentor few years back like this. I can't find another one.
In three years, he never said "I did it". I have witnessed that he built three huge systems for my company without anyone's much help. Still these systems are in use. His title was "Software developer". I doubt a team of lead architect, senior software developer, database administrator and project manager could have done it. They better fight for their titles and assigned duties.

In the US VP, Director, Senior Senior VP positions are sold like a candy bars.

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jamesmh profile image
James Hickey

I would have to disagree that the entire article is pointless 😋

I specifically said in the article:

It usually comes down to the actual job description itself and how the company views it's different tiers of developers.

Given how I started the article off with this comment, I think your first comment is addressing a straw-man.

I do agree that there is a lot of confusion due to job titles not reflecting actual roles - which was the reason why this was written.

I also agree that there are many super skilled programmers/developers that no body knows about. But that's not a reflection of the "evil-ness" of our industry, that's a reflection of the fact that doing good work alone will not get you noticed.

Again, it's false to assume that simply doing good work will get you noticed. Whether that's a good thing or bad thing is a different discussion 😉.

I've written some articles around these ideas here:


You said:

In three years, he never said "I did it".

That's the problem. If someone is doing good work then they need to own their own career and tell people how they brought value to the company. Expecting everyone to simply notice how good you are generally doesn't happen and is naive.

In fact, it actually shows that you aren't taking initiative, perhaps don't understand the true business value you bring to a company (being able to build a big system, in itself, doesn't tell a business what value a person can bring in terms of making more money, reducing costs, etc.) Those are all things that we have to be intentional about and take ownership of.

I was once bitter about this - not having my work noticed. Once I realized that nobody owes me anything, I started to simply work hard at being responsible for putting myself "out there", promoting my work, talking to my managers about how I brought value to the company, etc.

Thanks for your comments!

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delbetu profile image
M Bellucci

This comment is pretty interesting to me, can I ask for your opinion in this question? --> dev.to/delbetu/how-to-become-a-mor...

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tugkankibar profile image
H. Tuğkan Kibar

I think my main question would be this; how would a senior/lead developer in one technology transfer to another one and stay current? For example, if you are a React Native developer in terms of knowledge depth, and need to switch to either another tech or even from frontend to backend how would that work and what would it look like? I'd love to get your input on this, thank you for reading!

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jamesmh profile image
James Hickey

It's just the new tech that's the issue. Pick something concrete and start learning it.

Perhaps, even build a real project with that tech stack focusing on the "new stuff".

Once you are in the space of being a lead dev. soft skills, general principles matter the most. 😁

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tugkankibar profile image
H. Tuğkan Kibar

Thanks! The reason for asking it is less of prioritisation but more "how do we put that into our career". For example right now, I have solid experience with React Native. To do, for the sake of the argument, ML what would be the step? Even if I learn and do some projects, I am mostly curious as to how will getting a company say "Yes, come be the senior/lead of ML here".

It is a huge question mark since it will be needed for most of us and knowing how to transition allows us to be more flexible & secure.

Thanks for the kind reply by the way!

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jamesmh profile image
James Hickey

I think devs who can demonstrate that they are quick learners and thrive in an environment where they need to learn things and get-up-and-running fast are necessary.

If you can somehow showcase that on your resume, cover letters, or whatever then def. helps!

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andrerpena profile image
André Pena

It is mesmerising how changing technology stack, industry and company culture have a tremendous impact on your seniority.

One year ago I moved from being a .NET architect in Brazil, with 11 years of experience, to being a senior React/Node.js developer in Germany, in a job that teams are expected to handle their own operations in AWS, Docker and Kubernetes.

Only now I can say that I reasonably understand the overall company architecture and processes. It is not easy to move from being the go-to guy to a person that barely understands what is going on and whose opinion is not super valuable.

Despite being a hard process, it is absolutely valid in terms of learnings.

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jamesmh profile image
James Hickey

Wow! Sounds like you have very well rounded and in-depth experience and knowledge after that!

I think your story proves the point that being competent in the tech stack you working with does matter.

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science profile image
Steve Midgley

I think it's important to add additional items to senior engineer:

  • Self-starting. Will advance their work independently, once they understand the requirements. (Holds themselves accountable).
  • Helps identify and avoid issues with the requirements they are given. Won't build something that won't work just because someone tells them to.

One other addition I think is that a lead engineer doesn't have to be everything that a senior engineer is. I have less talented engineers managing more senior people who just want to do technical work. Obviously lead engineers can't be totally green but you box yourself in as a manager if the most talented people technically are the only ones who can manage a team of engineers.

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jamesmh profile image
James Hickey

Def. agree.

I agree that a lead developer doesn't necessarily need to be the best technically. But, usually, lead developers are expected to take on some pretty important fundamental architectural design up-front.

That implies a certain level of skill and experience.

It also helps if they are technically competent in order to build trust as a leader. No one wants to follow someone whose job is to direct the team in technical matters but himself isn't competent.

But that just qualifies your point a bit more.

Sometimes you have devs who are really skilled technically but wouldn't make good leaders. But I don't think the opposite would be true - specifically for a lead developer - since trust and respect need to be present. Part of that, again, is to be lead by someone who can actually make the right choices on technical matters and be a good mentor in technical matters.

Thanks for the extra points Steve!

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pauldevos7 profile image
Paul DeVos

In my experience, you're on point. Senior Developer, often so for as many as 20-25 years in my experience, is often very content to be the coding ninja in the group if you will, s/he will mentor others technically but prefers to not get involved between inter-departments and the "business liaison" and "architect" like role that the Lead Developer does.