Are you in the process of migrating applications from a relational database to MongoDB? If so, you’re likely trying to best understand and decide how your enterprise data needs to be modeled.
Our previous blog discussed how Infosys Data Services Suite can help enterprises move data seamlessly from legacy relational databases to MongoDB. But moving data is only one part of the puzzle. The more significant step is choosing the target data model, or schema design, a process that usually requires several hours of highly skilled talent. That’s why we created this follow-up blog to help you get started.
Rethinking Schema Design
Ultimately, schema design can be the difference between an inefficient, disorganized database and a strategic one that empowers the entire company. Schema design in MongoDB requires a change in perspective for data architects, developers, and database administrators. They have to:
- Rethink the legacy relational data model. This model flattens data into rigid two-dimensional tabular structures of rows and columns. The new data model is a rich and dynamic one with embedded sub-documents and arrays
- Rethink how the data platform works. In relational databases, it is extremely difficult to change the data platform as the application evolves. However, in MongoDB, the apps and APIs come first and the data platform dynamically accommodates the data
Getting Schema Design Right
Begin the schema design process by considering the application’s requirements. You’ll want to model the data in a way that leverages the flexibility of the document model. In schema migrations, it may seem easy at first to simply mirror the flat schema of the relational database in the document model. However, this negates the advantages enabled by the rich and embedded data structures of the document model. For example, data that belongs to a parent-child relationship in two RDBMS tables can be collapsed (embedded) into a single document in MongoDB.
The application data access patterns should also drive schema design with a specific focus on:
- The read/write ratio of database operations and whether it is more important to optimize the performance of one operation over another
- The types of queries and updates performed by the databases
- The lifecycle of the data and growth rate of documents
Simplifying Schema Design with Infosys Data Model Converter
Infosys has developed a solution called Infosys Data Model Convertor that processes source relational schema and the above-mentioned signals as inputs and automatically provides target MongoDB schema suggestions. Infosys Data Model Converter is available as part of Infosys Modernization Suite which accelerates enterprises’ modernization journey.
Each schema suggestion is accompanied by a detailed analysis report. The data modeler can use this as a starting point and iterate over the schema to arrive at the final MongoDB schema.
The Infosys Data Model Converter reduces 50-60% of the effort typically spent in schema design.
- Boosts productivity by augmenting the migration of RDBMS to NoSQL database
- Saves time by automatically extracting schema, query and data patterns from an existing RDBMS
- Comprehensively analyzes the RDBMS entity relations, data and read-and-write patterns
- Applies a rich set of rules and generates a fully compliant NoSQL target state data model
- Offers flexibility by externalizing the rules for organization-specific customizations
- Connects and deploys the model to the target NoSQL platform with sample data
Discover more ways in which Infosys can help you unlock value from modernization. Contact us for any modernization questions.
A Field Marketer Adapts to a New COVID-19 Landscape: Meet Amy Rosenberg
I sat down with Amy Rosenberg, a Senior Manager for MongoDB Field Marketing based in New York, to gain insight into how her role transformed when the COVID-19 pandemic started, her newfound love for data, and the ways in which MongoDB helped her adapt to a new working environment. We also spoke about the initial hardships of the COVID-19 outbreak in New York, scouring for toilet paper and Clorox, and how she envisions Field Marketing in a post-pandemic landscape. Andrew Bell: Thanks for sharing your story with us, Amy. Can you tell me about your journey into field marketing? Amy Rosenberg: I started my first “grown-up job” three weeks before graduating college. I was a one-woman marketing department for a 10-person startup. Over the course of my five years there, I had the chance to try my hand at every part of marketing: content, product, demand generation, social media, communications, advocacy, and events. I realized early on that what I love and what I am good at is being in the field interacting with and building community for customers. About three years into my career, someone told me that what I did sounded a lot like field marketing. I’d never heard that term before, but after reading some job descriptions, I decided it sounded fitting. One of the perks of working for a startup was the ability to change my title and team’s name. We became Field Marketing, and I officially became a field marketer. AB: How would you describe field marketing to those who aren't familiar? AR: When people hear the words field marketing, they think of events. They picture the team searching for venues, coordinating with A/V, running promotional campaigns, and handing their sales team leads to follow up with. This is definitely a part of field marketing, but to me, it’s not the full picture. Maybe it’s because I started my career wearing all of the marketing hats, but I’ve always seen myself as responsible for understanding when and why to do these events, how to ensure the leads make it through the sales funnel and become new customers, and how to track and analyze the ROI. This is one of the main reasons I joined MongoDB. In my first interview, my future boss discussed how MongoDB Field Marketing was part of a larger account-based marketing (ABM) strategy. I wouldn’t be an event planner; I would be the CMO of my region and a business partner to my regional Sales team. Events would be one of many tools I could use to support driving new leads and accelerating deals. I’d never heard field marketing described as such a strategic and impactful function, and I jumped at the opportunity to join the team. After a year without live events, the scope of my role feels even more true today. AB: What was a day in your role like prior to COVID-19? AR: Before COVID-19, I was always on the move, jetting around the world to host various events. This gave me the opportunity to get to know my Sales teams, talk to our customers, and visit dozens of incredible places such as Montreal, Beijing, and San Francisco, to name a few. My suitcase was always packed, and I got pretty used to spending only two or three nights in my New York City apartment each week. I like to describe MongoDB as the perfect mix between startup and established company. The company is doing very well and has the structure, leadership, and product to succeed. However, we still have my favorite parts of a startup culture: transparency from leadership, fun perks such as surprise swag gifts, unique benefits such as Headspace memberships and Carrot Fertility, and — my favorite part — the ability to make a meaningful contribution no matter what your level of seniority is. I hosted my favorite event about six months after joining — a C-level dinner at Classic Car Club Manhattan. Our CEO gave the opening talk, and our Chief Product Officer hosted a customer panel. No one questioned whether a new manager should own something so big, and my leaders gave me full autonomy to make it what I wanted. It ended up being a huge success and still gets brought up two years later. Hosting two or three events a month was exciting and made a huge impact on my region, but it was also exhausting. By the time I was back at my desk in New York, I hardly had the energy to analyze whether or not my projects were yielding the best results. I knew hundreds of customers and potential customers attended my events each month, but I rarely had the opportunity to think about things such as whether or not those were the customers with the greatest potential to buy, if the Sales Development Representatives were following up with the right materials to ensure conversion, or if the leads were being accurately routed to the right people. I knew I wanted to be even more strategic in my role. AB: How did the COVID-19 pandemic affect your personal and professional life? AR: In March 2020, my entire world turned upside down and inside out. I went from spending a few nights a week in my one-bedroom apartment to not leaving it for weeks on end. New York City was one of the hardest-hit cities. I remember in early April I accidentally missed a meeting with one of my Sales teams because someone told me a store nearby finally had toilet paper and Clorox wipes in stock, and there was no way I was missing an opportunity like that. I felt comfortable putting myself before my work because from day one of the pandemic, MongoDB’s leaders encouraged us to do exactly that. They gave us companywide mental health days, hosted biweekly all-hands to keep us informed, and offered forums to discuss the current social and political environment. I then started hearing how companies were taking down job postings for open field marketing positions and some were even laying off existing field marketers. Field marketing equaled live events, and no one knew when live events would happen again. Naturally, this scared my team and me. Pretty quickly, our leadership sat us down and told us there were no planned layoffs, but we needed to get creative and find new ways to support the Sales team. Sales goals hadn’t changed, which meant we were still responsible for driving new leads and accelerating opportunities. I picked this job because I thrived on the social interactions it gave me. Suddenly, I was left with Zoom calls and an empty apartment. My fiancé is a doctor and was sent to battle COVID-19, working 24-hour shifts with limited PPE. I am extremely grateful that neither of us has gotten sick. It’s been a very lonely and stressful time, but having a team that jumped in to help when I needed a day off or scheduled a random Zoom happy hour just to chat made it much easier. AB: How have you pivoted in your role since the COVID-19 outbreak began? AR: When my job was producing live events, they had to be run based on location, meaning the same event could take place in five or more markets in a given month. Even if we could reuse the content, the hours spent on promotion to each location, traveling to and from, and managing the spreadsheets full of tasks to make it a success ate away all of my time. With the transition to virtual, this duplication became irrelevant. A webinar can reach hundreds of customers across the globe at once. As a Field Marketing team, we began to talk about and better understand what each region needed and where we could find overlap. We found that we could split up the work and build a marketing program targeted to different industries and use cases. Then, we could all take advantage of a single program for our relevant accounts. This sounded as if we were doing less work, but it really just gave each of us time back to focus on improving the work we did, rather than rushing to do more. The webinars became much higher quality, since each field marketer was producing less and could spend more time improving an individual program. An unexpected benefit of this sharing of work was our team becoming much more collaborative: team brainstorming sessions, asking for and providing feedback on work we could all take advantage of, sharing resources anytime we saw a success from our work, and bringing half a dozen brains together to create a much stronger program. AB: How has MongoDB helped you transition during this time? AR: Before COVID-19, the lines differentiating teams within Marketing were mainly based on the types of activities we owned: Field Marketing hosted in-person regional events, Demand Generation ran digital ads and webinars, and Strategic Events managed our large-scale global events. With no live events, these lines became blurry. With a lot of help and guidance from our Marketing leadership, we created lines based more on goals than on activity type. For Field Marketing, our goal is to source new and accelerate existing deals for our specific sales region. Events (now virtual) were just one of the tools in our toolbelt, along with customer stories, digital ads, executive engagement, direct mail, and even sales enablement to improve conversions on the inbound leads from Marketing. I told my manager that my new motto was “avoid doing work.” Naturally, they got very concerned. But, what I really meant was to take advantage of what is already being done by others, instead of duplicating efforts, and then reallocate my time to things such as lead flow handoff improvements, data hygiene, advising other teams on customer stories, and educating my sales reps on the self-serve tools we provide. This has been a very scary change of mindset for me, because I always equated success to the programs I owned. I’m insanely grateful I have such amazing leaders who completely supported my new mentality. This change also helped me finally realize what it means to be the CMO of my region: working collaboratively with the entire Marketing organization to ensure my region has everything it needs to hit its numbers. Not only has this made me much more strategic in my actions, but it also gave me the opportunity to meet and become friends with people outside of my direct team. I can say with full confidence that I work on the best Marketing team out there because of the people. AB: You've fallen in love with data during quarantine. How did that happen, and how do you envision it playing a role in your approach moving forward? AR: Some people baked sourdough bread. Others completed puzzles. I learned Tableau. We were given access to new data dashboards right around the time lockdown started, and maybe I just needed an escape from staring at my own face on Zoom, but I began spending a lot of time in these reports. Going back to the concept of being the CMO of my region and all the time I saved by “avoiding work,” I wanted to have a clear and deep understanding of what programs, messaging, promotion strategies, and content worked best in my region, so I could double down on what works and either stop or change the things that didn’t work. I’d never been trained on using Tableau or looking at data this way. When I expressed my interest in this analysis, my manager gave me the time to learn and asked our Marketing Ops team to help. I spent hours building new reports, asking Marketing Ops questions, and then discussing my findings with other stakeholders on the team. I began making changes and improvements to the programs I ran as well as to the ways all inbound leads for my region were handled. Without adding more events, I saw our conversions to new deals increase. On a personal level, I’ve found that I’m actually pretty good at this kind of analysis. My team and leadership now come to me with questions, and my manager actually helped take other work off of my plate so I could focus on this. I was even given the opportunity to present to our global Sales leaders on the lead flow process I helped improve. I absolutely love finding new insights and uncovering challenges I get to fix. AB: What do you think MongoDB Field Marketing will look like in the future? AR: I’m not going to lie: I really miss live events. Although we still achieved our goals this year, there is something special about how events foster relationships and community between a company and its customers. But whatever the world of events looks like in the future, I don’t expect Field Marketing to go back to being solely event planners. This past year made us learn how to work much more collaboratively and efficiently with the entire Marketing organization. We built better cross-functional relationships, learned the tools to help us analyze what our regions needed, expanded our use of digital marketing, and got extremely creative with our virtual events. We also demonstrated the importance of a strong partnership between Sales and Marketing by getting involved in enablement and lead conversion improvements — areas I’d never even thought to investigate before. We’ve shown the value Marketing can bring to Sales and the entire company when given the time, and it isn’t just more leads. When we slow down, think strategically, and become experts on our region’s needs, the impact has nothing to do with events. Calling this past year extremely challenging is the understatement of the century, but I always try to find the silver lining in every situation. In my experience, the pandemic gave field marketers the chance to become stronger business partners to our Sales leaders and own the role of CMO of our region. Interested in pursuing a career in Marketing at MongoDB? We have several open roles on our teams across the globe , and we would love for you to build your career with us!
MDBWomen: A Look into MongoDB’s Affinity Group for Women-Identifying Employees
MongoDB affinity groups are employee-led resource groups that bring together employees with similar backgrounds, interests, or goals. They play an important role in our company and culture. Our affinity groups build community and connections, help us raise awareness of issues unique to their members’ experiences, and offer networking and professional development opportunities. I sat down with some of the leaders of MDBWomen to learn more about their initiatives, impact, and plans for the future. What is MDBWomen? MDBWomen is a community of MongoDB employees identifying as women. We acknowledge that working women face many challenges and that not everyone experiences them in the same way. Our purpose is to connect and amplify the voices of working women at MongoDB by providing a space for support and advocacy. We understand that both work and nonwork conversations are important and use our time together to share experiences and build connections. We are women from all walks of life who want to create a safe space for discussing important topics. How did MDBWomen get started, and how has the group grown? MDBWomen began as a cohort of women within our North American recruiting organization. Although it was informal, it quickly became a recognized affinity group, but there was no group page within our intranet, no mission statement, and no globally friendly meetings outside of U.S. time zones. After a few years, an opportunity arose to reimagine the group, work on a mission statement, and expand from being just a social club to having a strategic plan for supporting women and impacting the business. Since its inception, MDBWomen has grown to just shy of 500 members globally, with chapters in India, Australia, and Ireland in addition to U.S. chapters in Palo Alto, California; Austin , Texas; and New York City. Wherever women are, MDBWomen helps activate them! What types of initiatives does MDBWomen organize? Our biggest initiatives typically take place during Women’s History Month. Every International Women’s Day (March 8), we host a companywide Purple Shirt Day to show support for women’s rights and raise awareness about the challenges working women still face around the world. In previous years, we’ve brought in spotlight speakers from outside the organization to discuss their personal experiences with being a woman leader in the tech industry. This year, MDBWomen organized a handful of events for Women’s History Month, including professional development workshops, panel events featuring speakers in sales and engineering, an empowering yoga flow and meditation, a Bollywood dance class, and a Kudoboard to share tips, words of wisdom, or experiences about promoting equality for women and employees who identify as LGBTQIA+. We are also aware of the particular challenges working mothers face. In an effort to destigmatize pregnancy and motherhood at work, we’ve partnered with one of our benefits providers, Carrot , to host sessions that discuss pathways to parenthood and fertility. It can be difficult to coordinate global events that all of our members are able to participate in, and we recognize that women face different challenges in different regions and cultures. Although many of our MDBWomen events are global, we also rely on the chapter leaders to coordinate initiatives in their region. Many chapters hold casual meetups along with networking events and other workshops throughout the year that allow women-identifying employees to connect with one another, find mentors, and upskill. 2019 International Women's Day Celebration in NYC How has participating in MDBWomen impacted some of our employees? We’ve had a lot of impactful follow up conversations after MDBWomen events. Our CIO Lena Smart gave a talk about imposter syndrome last year, and we had a great discussion afterwards. Knowing that you’re not alone, your voice is heard, and your feelings are valid is a big part of the support we give to our members. Our Carrot fertility sessions have allowed women to speak about things they normally wouldn’t talk about in a traditional work setting, and we were able to hear stories from women who had similar struggles and provide them with resources. It’s not just the events and speakers that have made an impact, but our individual members as well. Many of our members have found mentors within the group or connected with other women who have gone through similar experiences, and we love that we’re able to introduce women to one another across the company and across the globe. So many women have told their chapter leaders that they wouldn’t have received such a high level of support if it weren’t for MDBWomen. Read Jane Zirinsky’s story below to learn more about how MDBWomen has impacted her. Jane Zirinsky: In her Words One of the challenges many women face when planning their careers is building out space to also plan for a family. As soon as I hit my mid-twenties, I couldn’t help but notice all the studies, articles, and thought pieces on the so-called motherhood penalty that can affect women as they attempt to progress in their careers. I knew that I would have to be proactive in my career planning to avoid the dreaded plateau motherhood can unfortunately result in. However, one thing I didn’t know I needed to plan for was how to communicate to my boss and colleagues when I had a miscarriage. There really is no Emily Post guide for that! When I lost my pregnancy in the summer of 2020, I knew I couldn't hide it and that I would need support and understanding. However, I didn't know how to share this news with the people I worked with. Embarrassingly, my biggest concern was that I would make them uncomfortable. I felt vulnerable. Thankfully, my manager and I have built a strong relationship founded on trust and respect. She’s also a woman, and a friend, which made telling her much easier. My manager asked if I felt comfortable speaking to HR so that I could get access to the benefits available to me. Through our vendor, Cleo, U.S. employees can access grief counseling, support groups, and bereavement leave. I had no idea that this was an option for me and gratefully took advantage of the program. When they think of fertility benefits, many people think about hospital payments, parental leave, and childcare. It is so easy to forget that 25 percent of all pregnancies end in a miscarriage, and not a baby. I am a very outgoing, cheerful person, and there was a noticeable change in my energy levels after my miscarriage. I needed some time off to mourn, cry, breathe, heal, and process the complexities of all the emotions that come with losing a pregnancy. I learned that your body doesn’t care when you lose a pregnancy. It hits you with the full flood of postpartum hormones, which for many women (lucky me!) also includes the added onslaught of postpartum depression. I knew that these feelings were inevitable, and that people around me would notice something was off. Asking for help and being vulnerable is easier said than done. I always advise women and friends to reach out to their communities when they need support; so I did what I tell women to do all the time: I reached out to my community. I posted in our private, internal MDBWomen Slack channel about what I had gone through. Although it was challenging to be so vulnerable, it was the single best thing I could have done. I received an outpouring of support from MongoDB women across the world. They shared with me privately that I was not alone. I had more than twelve 1:1 conversations with other women who had lost a pregnancy. Some wanted to thank me for being brave and sharing my experience, some wanted to connect and cry, and some just wanted me to know them and to better know me. The single strongest tool I had to fight my depression was a feeling of connectedness and community. No matter how strong you are, nothing makes you feel more alone than depression. Add in the isolation of the COVID-19 pandemic, and that took my depression to another level. Had I not been brave, I would have missed the chance to connect with and support other women too. Now, I strive to be a resource for other women at MongoDB, whether it’s sharing information about access to benefits or proofreading emails that will alert leaders of the need for time off or additional support. I’m grateful that MDBWomen is a safe place to be open, share experiences, and receive the support and empowerment that every woman deserves. Hear from Some of Our Chapters North America Led by Jane Zirinsky , Melanie Kyono , Megan Blancato , Alexandra Hills , Gigi Neuenfeldt , and Libby Firer . The North America chapters have members in Palo Alto, Austin, New York, and many other remote locations across the U.S. and Canada. We’ve had women jump in and get involved during their first week at MongoDB alongside women who have been here for years. We believe strongly that empowered women empower women, and that you get what you give in communities like ours. Building a strong internal network provides support when facing challenges and gaining access to new opportunities. As part of this network, we’ve created an internal Propel-Her group aimed at elevating MongoDB women through mentorship and shared experiences. Propel-Her at MongoDB will be launching small, goal-driven peer mentor groups focused on specific professional development goals such as internal branding, negotiation, self-advocacy, and networking, where the emphasis is on peer mentoring and skill sharing. We are also launching a speaker pipeline in concert with our women in sales groups, which helps to connect our membership with women leaders in other companies and industries to inspire and teach us. With NYC and Palo Alto tech hubs being in our backyards, we strive to connect our members to the wider world of women in tech. Because MongoDB is headquartered in New York City, we have the advantage of access to the majority of our executive leadership team. One of our main goals has been to leverage that access to expand the connection our global members have with our C-suite. We do this via Q&A sessions with our executive team, sessions that spotlight women leaders and experts in their fields, and partnerships with our Recruiting and Diversity and Inclusion teams to ensure we can advocate for our members where the impact is greatest. Australia Led by Tammy Bailey and Jocelyn del Prado The Australian chapter of MDBWomen started just over a year ago, right before the COVID-19 pandemic. The women in Australia typically cannot participate in global MDBWomen events and meetings due to the time zone disparity, so we wanted to create a local community of women who could support one another. We brainstormed heaps of ideas and scheduled our kickoff event for International Women’s Day 2020, but the pandemic brought most of that to a halt. Despite this, we organized regular Zoom meetings that allowed us to connect, meet new hires, and generally get to know each other. We had a great lineup of events for Women’s History Month in 2021, and we plan to continue this momentum throughout the year. One of our goals moving forward is to engage women across various departments and roles within MongoDB. We plan to hold even more organized activities such as event sponsorships, welcoming and mentorship programs, ladies’ lunches, high teas, informal meetups, and yoga sessions. Another goal is to create opportunities for collaboration and friendships with women in other locations. The number of women employees in Australia has doubled over the past year, and we’re always working on ways to bring more extraordinary women into the organization. MDBWomen Australia is a place to have your voice heard and make a difference, and we are excited to continue growing our group of amazing women in Australia! MDBWomen Australia celebrating Purple Shirt Dat virtually in 2021 India Led by Palki Sood and Neha Mukherjee We joined MongoDB one month apart from each other and reached out separately to our office site leader, Amit Babbar, with our ideas and vision of forming an employee affinity group specifically for women in India. He connected the two of us with each other in August 2019, and the rest is history! India became the first established chapter of MDBWomen outside of North America. Our vision was to build a network of trust and a strong support system for all employees who identify as women in India . We believe that empowered women empower women. To add a local touch, we came up with the moniker “MongoWomaniya,” which is a fun way of representing our group and resonates with each member. We are proud that the logo we created for our group is now used as the logo for the global women’s group. We’ve been able to help foster new friendships by providing group members with a platform to get to know each other better and be sounding boards for common issues. We even started our own recognition program called “MongoDB India Superwoman of the Quarter,” which highlights women employees who are not only star performers but are also succeeding in balancing their work-life responsibilities and leading the way with their impact. Since the pandemic began, we have held multiple virtual engagement sessions addressing “taboo” topics such as polycystic ovary syndrome (PCOS). We also have held self-care sessions and collaborated with other affinity groups for activities such as Bollywood dancing. We have future plans to host more inspirational speakers, engage more “Womaniyas” to lead our regular meetings, and collaborate with recruiting to ensure we drive our diversity hiring goals. Our main goal is to ensure MongoDB India is a top employer for women, driven by our inclusive and equitable culture. MDBWomen India, AKA Womaniya, gather in the office prior to COVID-19 Ireland Led by Rita Martins Rodrigues , Avril Murphy , and Amy McKeon The Dublin chapter of MDBWomen provides a safe space for those identifying as women and allies to come together, share experiences, and help each other grow. Our goal is to support the women of our Dublin chapter with mentorship and upskilling programs, along with engaging our allies in open conversations in which we can help them demystify allyship and how it shows up at work. There is also an opportunity for the women of our chapter to connect with their peers in all of our major locations. We held our first event in April and are looking forward to establishing a community for the women of our Dublin team! Interested in pursuing a career at MongoDB and joining MDBWomen? We have several open roles on our teams across the globe and would love for you to transform your career with us!