Update: This article was originally published in 2021 but updated in July 2024. In May 2026, I’ve rewritten it again, due to the release of APEX 26.1. The biggest changes are in the AI section — APEXlang, AI Agents with Tools and NL2IR have shifted what we actually probe for during interviews. I also reworked the questions about cloud and other technologies, because the candidate pool we see in 2026 looks quite different than two years ago.
A job interview is never an easy task – both for the candidate and for those who carry it out. And on the low-code side of software development, the situation is even more complicated. The reason for this is that good low-code developers can’t be “just developers” – they need to have skills from outside of the technological spectrum. Knowledge of database tables, SQL queries, and technologies such as Oracle APEX, OutSystems, MS PowerApps, or Mendix simply isn’t enough – you also need communication skills, foreign language proficiency, and some understanding of how business works.
The bar has also moved. Two years ago, we’d happily hire a strong PL/SQL developer who could pick up the Builder along the way. In 2026, that’s no longer enough on its own — clients ask about AI agents and natural-language reports on the second call, and a candidate who can’t talk about how APEXlang works, or where Oracle’s AI features end and a custom OCI integration begins, will struggle in front of them. The good news is that the technical foundation hasn’t moved at all. SQL, PL/SQL, and a decent grasp of the data model still beat everything else. AI just sits on top.
The best thing you can do to overcome this hurdle – no matter which side you’re currently sitting on – is to come prepared. And a great way to prepare yourself is to learn how such an interview is conducted, and what questions may be asked during its course.
I’m Przemysław Staniszewski – the CEO of Pretius Low-Code, and an Oracle ACE Pro. I’ve led hundreds of job interviews looking for low-code developers, and I can tell you our talks with candidates are a little bit different than what you might know and expect. Here’s a couple of pointers, including some interview questions and answers that we usually look for.
Let’s start with the basics. What do the candidates need to know about the Oracle APEX web development environment (previously known as Oracle Application Express), and what kind of questions can they expect during the interview? This is how we do it at Pretius.
🎓 Interested in becoming an Oracle APEX Developer? Check out the great video tutorial series created by my colleague Adam Kierzkowski – it’s a great way to start your Oracle APEX online training.
It’s pretty simple. We need to verify the person’s basic Oracle APEX training and knowledge – things APEX users simply need to know. So, we ask them some questions about it, as well as their experience with the solution.
The candidate will likely be well prepared for this part of the interview, but it’s good to remember that the best answers are ones that are followed by some examples from real life.
We’ll likely ask about such things as:
We’ll also want to know how the candidate is using the Oracle APEX framework in real-world scenarios. I list some examples of such interview questions below – but in general, we might want the candidate to explain how to carry out a certain task or achieve an effect using the technology. The important thing here is that we value creativity and approaching problems in interesting ways, so the answer doesn’t have to be a standard one (as long as the task is done).
Do these Oracle APEX interview questions seem easy to you? Pretius Low-Code recruits people from all around the world – you can drop me a line at pstaniszewski@pretius.com. 🔥
Question 13 is particularly important (and/or potentially tricky, depending on which side of the table you’re on!). A candidate who fails to mention requiring DB 19c with patch 19.18+, ORDS 26.1.1+, or Universal Theme refresh likely hasn’t managed a real upgrade.
When I wrote the 2024 version of this article, AI in APEX was mostly about the APEX Assistant in the Builder and a few generative components you could drop into a page. Two years later the conversation looks completely different. With APEX 26.1, Oracle introduced APEXlang — a declarative, human-readable specification language for APEX apps — together with AI Agents that can call Tools, and Natural Language Interactive Reports. These aren’t bolt-on features anymore. They change how applications are written, reviewed and operated.
What this means for hiring: we no longer ask whether a candidate has played with ChatGPT. We assume they have. We’re more interested in whether they understand the trade-offs of generating APEX apps from APEXlang versus building them manually in the Builder, where governance breaks down, and how to reason about an AI Agent that has access to your database.
For developers reading this and wondering where to invest: the Oracle APEX Cloud Developer Professional certification (exam 1Z0-771) is the obvious one, and Oracle has been giving away free attempts in promotional windows. Beyond that, the OCI Generative AI Professional track and hands-on work with vector search and the AI Database 26ai vector capabilities will move you ahead of most candidates we see.
The seventh question is the one where good candidates separate themselves. Anyone can recite a definition of RAG. Far fewer can describe a concrete workflow, name the moving parts, and call out where it’ll go wrong.
We’ve covered the obvious, so now let’s get back to the important bit I’ve mentioned in the premise of this article: APEX developers aren’t just developers. They need to be something more because low-code’s very nature demands a closer, more direct style of communication with the client. At Pretius, low-code developers often take part in meetings with clients from the very beginning – even before signing the contract – and can be an important part of the team that makes the sale, i.e., convinces the client that your company is the best one for the job.
Because of this, so-called soft skills can actually be more important than the actual technological know-how. We can teach someone a lot about Oracle APEX and SQL queries, but it’s quite possible that we won’t be able to make them more open, talkative, and charismatic, which is why, ideally, we have to get to know them a little bit better during the initial interview. Hybrid and remote work hasn’t made this easier. Most of our client meetings still happen on calls, sometimes with people who joined the project two weeks ago and don’t know us. A developer who can hold their own in that setting, without falling back on “let me check and get back to you” every time the conversation drifts off the technical track, is worth a lot.
Previous experience in direct contact with the client – gathering requirements, showing new versions of, applications – is also very valuable. The same goes for business knowledge about different industries, though it doesn’t have to be particularly deep (it’s mostly about experience with projects for companies from various fields).
And we also can’t forget about the ability to effectively work with designers, testers, and analysts – well-developed communication skills and team player mentality are a necessity.
The future employee should also be able to communicate with people with varying levels of technical knowledge (from experienced software developers to business specialists with only superficial understanding of programming, if any at all).
In the case of some positions the ability to lead a small team can be yet another important characteristic the candidate needs to have – managerial skills, gathering requirements from the client, reporting back to them, and so on. These things sometimes come with experience, but some people have better aptitude for team leader roles than others.
Pretius works with companies all around the globe, which means we have to communicate with people from different countries. Of course, to talk with anybody, you first need to be able to understand them, so foreign languages are also quite important for an APEX developer. Nowadays, good English skills are a must. Keep in mind that grammar perfection isn’t required. Communicating, and possibly writing some emails or parts of the documentation – that’s mostly what the skills will be used for.
However, English isn’t everything. At Pretius, knowledge of any other foreign language – German, French, Italian, Spanish, Hindi and Chinese – is treated as a boon. AI translation tools have made written communication a bit easier, but only a bit. They still don’t replace the ability to read the room on a call, catch a half-joke from a French client, or write a follow-up email that doesn’t sound like it came from a template.
One thing that can help you immensely in your work as an APEX developer – especially when you aspire to be a senior dev – is having some level of renown and recognition in the Oracle APEX community. It’s important for ambitious devs, and it can also be pretty valuable for their employers – for example, acquiring an Oracle ACE title gives you a certain kind of authority that clients respect.
This is why that ambition, and the ability to build a personal brand, are things we look for in candidates. Our APEX developers don’t necessarily have to be global stars, but a willingness to take an active part in low-code conferences around the world (or better yet, a documented experience with such things) can go a long way. Writing skills can be valuable too since articles and blog posts are one of the ways to gain that recognition.
All of the things I’ve mentioned above should be taken into account and verified during the job interview. Because of this, these meetings are usually substantially different than in the case of developers who work with other, non-low-code technologies. They more closely resemble a talk between two colleagues, instead of a more formal conversation.
How does this work? For example, I usually start by asking the other side if we can get on a first-name basis. I’m also not against engaging in small talk, humor, and laughter during the interview (within reasonable bounds, of course).
The main thing here is that I want to be able to judge how at ease candidates are in such circumstances, how good they are at making conversation – because, if you think about it, a job interview is not unlike a typical meeting with a possible client. I also want to give them a chance to present themselves as they see fit, and ask questions in relation to what they talk about (such as their experiences in previous workplaces).
In fact, it’s usually a good idea to strive for a more relaxed atmosphere during the interviews, no matter the job position. In most cases, it’ll allow you to get to know the candidate better than a more formal conversation, see whether they fit in your team. In the end, that will help both parties feel more at ease and get the best out of the interview (whether it’s a job/employee or just new knowledge, and a few moments of good conversation).
The specific interview questions will usually be decided by the details of the position you’re looking to fill – some jobs require knowledge of a certain set of technologies, others put emphasis on different ones. However, there are some things that are always nice to have in a candidate. Certain factors, such as communication skills, leadership abilities, language aptitude or the willingness and ambition to take a more active role in the community, make the difference between a good, and a great APEX developer. Incidentally, these are also characteristics you won’t reveal by asking typical interview questions and demanding that people pass tests, like they did in school. Drop some of the formality and just talk to them – I can assure you you’ll achieve better results this way.
Pretius is a company with extensive knowledge about low-code development. We specialize in Oracle APEX, but we also know our way around other solutions, such as OutSystems, MS PowerPlatform and Mendix. If you’re interested in software created using such technology, write to us at hello@pretius.com (or use the contact form below). We’ll be sure to get back to you in 48 hours.
