AWS Redshift Pricing
Published by CloudForecast
Amazon Redshift is a widely used cloud data warehouse that is used by many businesses, like Nasdaq, GE, and Zynga, to process analytical queries and analyze exabytes of data across databases, data lakes, data warehouses, and third-party data sets.
There are multiple use cases for Redshift, including enhancing business intelligence capabilities, increasing developer and analyst productivity,
and building machine learning models for predictive insights, like demand forecasting.
Amazon Redshift can be leveraged by modern data-driven organizations to vastly improve their data warehousing and analytics capabilities. However, the pricing for Redshift services can be challenging to understand, with multiple criteria that define the total cost.
In this article, you’ll learn about Amazon Redshift and its pricing structure, with suggestions for how to optimize costs.
What Is Amazon Redshift?
Essentially, Amazon Redshift provides analytics over multiple databases and offers high scalability in a secure and compliant fashion.
Additionally, there is a serverless option called Amazon Redshift Serverless that makes it even easier to rapidly scale analytics setup without requiring a managed data warehouse infrastructure. It helps with data democratization and assists various data stakeholders to extract data insights by simply loading and querying data in the warehouse.
Amazon Redshift Pricing
In this section, you’ll learn about Amazon Redshift’s capabilities as it pertains to usage and pricing.
For new enterprise users, the AWS Free Tier provides a free two-month trial of the DC2.Large node. This free service includes 750 hours per month, which is sufficient to run a single DC2.Large node with 160GB of compressed solid-state drives (SSD).
When you launch an Amazon Redshift cluster, you select a number of nodes in a specific region as well as their instance type to run your data warehouse. In on-demand pricing, a simple hourly rate applies based on the previous configuration and is billed as long as the cluster is live. The typical hourly rate for a DC2.Large node is $0.25 USD per hour.
Redshift Serverless Pricing
With Amazon Redshift Serverless, costs accrue only when the data warehouse is active and is measured in units of Redshift Processing Units (RPUs). You’re charged in terms of RPU-hours on a per-second basis. The serverless configuration also includes concurrency scaling and Amazon Redshift Spectrum, and the cost for these services is already included.
Managed Storage Pricing
Amazon Redshift charges for the data stored in a managed storage at a specific rate per GB-month. Its usage is calculated on an hourly basis as a function of the total amount of data and starts as low as $0.024 USD per GB with the RA3 node. The cost of a managed storage also varies according to the particular AWS region in which the data is stored.
For example, consider the cost of a managed storage pricing where 100TB of data is stored with an RA3 node type for thirty days in the US East region, where the cost is $0.024 USD per GB-month.
The total usage for thirty days in GB-hours is as follows:
100TB × 1024GB/TB (converting TB to GB) × 30 days × 24 hours/day = 73,728,000 GB-hours
Then you can convert GB-hours to GB-months:
73,728,000 GB-hours / (24 × 30) hours per month = 102,400 GB-months
Finally, you can calculate the total cost of 102,400 GB-months at $0.024 USD/GB-month in the US East region:
102,400 GB-months × $0.024 USD = $2,457.60 USD
With Amazon Redshift Spectrum, users can run SQL queries directly on the data in the S3 buckets. Here, the cost is based on the number of bytes scanned by the Spectrum utility.
The pricing of Redshift Spectrum is $5 USD per terabyte of data scanned.
Concurrency Scaling Pricing
With Concurrency Scaling, Amazon Redshift can be scaled to multiple concurrent users and queries. For every twenty-four hours that your main cluster is live, you accrue a one-hour credit. Any additional usage is charged on a per-second, on-demand rate that depends on the number of types of nodes in the main cluster.
Reserved Instance Pricing
Reserved instances are designated for stable production workloads and are less expensive than clusters run on an on-demand basis. Significant cost savings can be achieved through long-term usage and commitment to Amazon Redshift in the span of a few years.
Pricing for reserved instances can either be paid all up front, partially up front, or monthly over the course of a year with no up-front charges.
Amazon Redshift Cost Optimization Considerations
Before you begin using Amazon Redshift, you need to be aware of your current costs.
AWS Cost ExplorerThe AWS Pricing Calculator provides a configurable tool to estimate the cost of using Amazon Redshift.
For instance, the annual cost of one node of the DC2.8xlarge instance in the US East (Ohio) region on an on-demand basis is as follows:
1 instance × $4.80 USD hourly × 730 hours in a month × 12 months = $42,048 USD
The cost for the same Amazon Redshift configuration for a reserved instance for a one-year term paid up front is $27,640 USD.
Using AWS cost allocation tags can help you decode and manage your AWS costs. Tagsenable AWS resources to be labeled in the form of key-value pairs and can include various types, like technical, business, security, and automation. Once the tags are activated in the Billing and Cost Management console, a cost allocation report can be generated based on the specific resources tagged. Tags can be user-defined or AWS-generated.
Amazon Redshift Cost Optimization
Optimizing Amazon Redshift costs comes down to effective planning, prudent usage and allocation of resources, and regular monitoring of the usage and associated costs.
The analytical queries made on the data stored in Amazon Redshift can be optimized to run more efficiently. Queries can be compute-intensive, can be storage-intensive, or can take a long time to execute.
There are a number of query tuning techniques that can be used to optimize your queries. Tables with skewed data or missing statistics, and queries with nested loops and long wait times, typically affect query performance and can be improved as illustrated in this AWS developer guide.
Here is a commonly used weak query that selects all the columns in a table:
SELECT * FROM USERS
The previous query can be very inefficient and slow if the table consists of thousands of columns, especially if only a few columns are relevant for the necessary analysis. This query can be optimized by specifying and retrieving the exact column names like the following:
SELECT Firstname, Lastname, DOB FROM USERS
Cluster Limits and Quotas
Usage limits on Amazon Redshift clusters can be programmed using the AWS Command Line Interface (CLI) tool. Limits can be imposed on concurrency scaling in terms of time and spectrum in terms of data scanned. Daily, weekly, or monthly periods can be used.
A number of limits and quotas are defined for Redshift resources that can also be applied to constrain the overall costs associated with Redshift.
Amazon Redshift costs can also be managed by storing data in a compressed, partitioned, and columnar data format, like Apache Parquet, since fewer data is scanned.
Amazon Redshift is a powerful and cost-effective cloud-native data warehouse that provides scalable and performant data analytics and processing capabilities. It also comes with a serverless configuration that allows any data stakeholder to run data queries without the need to provision and manage the data warehouse infrastructure.
Amazon Redshift has multiple aspects affecting its pricing, including on-demand or reserved capabilities, serverless, managed storage pricing, Redshift Spectrum pricing, concurrency scaling pricing, and reserved instance pricing. Keeping on top of the various Amazon Redshift costs is not straightforward but can be made easier by AWS cost monitoring tools, like CloudForecast.
CloudForecast helps manage AWS costs through daily cost management reports, monthly financial reports, untagged AWS resources discovery, and idle and underutilized resources visibility for cost-saving opportunities.
AWS Lambda Pricing
Published by CloudForecast
Companies are increasingly moving their production code to serverless functions using AWS Lambda, which has gained popularity for its better code maintenance, low-cost hosting charges, and automatically scaled and optimized performance. But without careful oversight, Lambda can become an expensive choice for your project.
Lambda, offered by market-leading AWS, offers many benefits. Lambda is one example of serverless functions, or single-purpose, programmatic functions hosted and maintained by cloud providers like AWS, Azure, or GCP to ensure near-perfect runtime and scaling to any incoming network request volume. Companies can use Lambda, an event-driven compute service, to run any type of application or backend service without worrying about provisioning or managing servers.
Lambda adapts to a variety of use cases across startups and enterprises alike. It can process data at scale, run interactive web and mobile backend services, enable powerful machine learning models, and build in-house event-driven applications.
It also specifies limits for the amount of compute and storage resources used to run and store serverless functions. These limits apply to a number of resources, such as the number of concurrent executions; storage for uploaded functions as well as quotas for function configuration; deployment and execution parameters like memory allocation; timeout; environment variables; layers; and burst concurrency.
The key to using Lambda is keeping your costs in check. This article will review Lambda’s pricing structure to show how costs can be efficiently managed without compromising on operational excellence and execution of Lambda functions. It will also discuss tools like CloudForecast that can help engineering teams monitor and reduce their serverless computing costs on AWS.
Understanding AWS Lambda Pricing
AWS Lambda pricing is based on the amount of memory allocated to the serverless function and the amount of time the code runs, rounded to the nearest millisecond. The key variables that determine Lambda costs are the type of architecture, the number of requests, the time frame for which the requests apply, the duration of each request (in milliseconds), and the amount of memory allocated to the Lambda function.
Each Lambda request starts when code executes in response to an event trigger from services like Amazon’s Simple Notification Service or calls from Amazon API Gateway or via the AWS SDK. The cost for each compute and storage resource is calculated depending on the function configuration.
AWS offers a free tier that allows one million free requests per month and 400,000 GB-seconds of compute time per month powered by x86 and Graviton2 processors. It also offers a flexible pricing model called the Compute Savings Plan, based on guaranteed usage (measured in dollars per hour) for a one- or three-year term.
AWS Lambda does offer an attractive feature called Provisioned Concurrency that enables greater control over start-up latency when Lambda functions are triggered. Provisioned concurrency solves the problem of variable start-up latency when a Lambda service is triggered on demand and scales up to meet the needs of the application workloads. This overhead in starting a Lambda function is referred to as cold start, and the magnitude of this problem is a function of the time taken to set up the execution environment and the duration for the code to be initialized.
As illustrated in this official AWS example, with provisioned concurrency enabled, the percentage of requests served within a given time remains fairly constant—especially for the slowest five percent of the requests—in comparison to a scenario with provisioned concurrency disabled. At scale, this can have a massive impact not only on the costs but also on the user experience.
While the first factor is controlled by AWS, the second factor falls to the developer. The code initialization duration is predominantly responsible for cold start latency. Provisioned concurrency solves for cold start by enabling Lambda functions to be initialized for high workloads in milliseconds.
AWS provides a pricing calculator to estimate the cost of using Lambda for your applications. The below estimate provides pricing calculations for a sample application with the following settings:
The same pricing calculator can also provide an estimate for provisioned concurrency. In this case, in addition to the above parameters, the cost is a function of the amount of concurrency specified and the period of time the configuration is active.
Controlling AWS Lambda Costs
AWS Lambda does offer options for controlling costs, but as the above example showed, the cost of function calls can quickly scale up as part of the organizational application workload. If the configuration is not carefully monitored and fine-tuned for current applications, Lambda can become prohibitively expensive.
You can keep AWS Lambda costs down by focusing on three important factors:
The cost of a Lambda function invocation is multiplied by its execution time and memory size, so reducing either factor by even a small amount can have a significant impact on billable costs. It’s important to ensure you have the correct configuration. Periodic monitoring of the actual values of the memory size and the number and duration of function calls can help confirm whether the current configuration is fine-tuned for the current workload.
AWS Lambda logs are ingested into Amazon CloudWatch, so mining these logs can help optimize the configuration and the costs. External tools like CloudForecast can also monitor usage and costs.
Avoiding high maximum execution time also helps save costs. It’s common to have a buffer of execution time beyond what’s specified, but the additional costs incurred by Lambda functions add up, making it prudent to change the value of the “duration of each request” parameter as needed.
Lambda Step Functions can also help manage costs. Step functions are state machines with a visual workflow that allow developers to coordinate different tasks like calling various Lambda functions. Using step functions is a more efficient way to poll for the status of tasks. Typically, long polling increases the costs of Lambda functions as they are waiting idle, and step functions help alleviate the total costs based on the number of state transitions to execute the application, instead of the execution time of a workflow.
Another tactical method to control Lambda costs is to evaluate whether your application can be run asynchronously. Running async workloads prevents idle downtime in which the AWS Lambda functions wait for external applications to complete. If the overall architecture can be analyzed for idle instances and reconfigured for asynchronous execution, the costs of Lambda functions can be drastically reduced.
The frequency at which Lambda functions are invoked can also impact the usage and costs. Where applications like Kinesis are used as a Lambda function trigger, increasing the batch size can reduce the frequency at which the Lambda function needs to be invoked, thus reducing the total number of executions.
Writing optimized production code always helps, and its lower execution time can reduce Lambda costs. You can, for instance, record and analyze the Duration metric in CloudWatch for slow execution times.
For some applications, EC2 spot instances may be cheaper and more effective than Lambda functions. This is especially true for an application architecture in which the traffic is predictable and sustained, making a reliable EC2 spot instance a more suitable alternative.
AWS Lambda and serverless functions have had a tremendous impact on the efficient execution of software, data, and machine learning applications in the cloud. Lambda can help you achieve savings on your engineering costs, but it’s possible to reduce your costs even more by optimizing the configuration of your applications and fine-tuning your resources.
Doing this work manually can require careful logging and monitoring of your application in production settings. Instead, you can use tools to automate and dynamically adjust Lambda function settings to reduce costs in a more cost- and time-efficient manner. One of those tools is CloudForecast, which can manage and optimize the cost of using AWS services like Lambda.
CloudForecast provides an out-of-the-box solution for engineering teams to monitor their monthly budget and move toward a more responsible use of Lambda functions. Its detailed reports suggest ways to reduce AWS costs, and it can also provide reports for your finance and accounting teams.
To learn more about how CloudForecast can help with your AWS Lambda costs, check its official blog.
Strong engineering talent is the bedrock of modern technology companies. Software engineers, in particular, are in high demand given their expertise and skills. At the same time, there is a much greater supply of software companies and startups, all of which are jostling to hire top engineers. Given this market reality, retention of top engineering talent is imperative for a company to grow and innovate in the short as well as the long term.
Retaining employees is critical for numerous reasons. It helps a company retain experience not only in terms of employees’ domain expertise and skills, but also organizational knowledge of products, processes, people, and culture. Strong employee retention rates (>90%) ensure a long-term foundation for success and enhances team morale as well as trust in the company. A stable engineering team is in a better position to both build and ship innovative products and establish a reputation in the market that helps attract top-quality talent.
The corporate incentive of maintaining high standards of employee hiring and retention is also related to the costs of employee churn. Turnover costs companies in the US $1 trillion USD a year with an annual turnover rate of more than twenty-six percent. The cost of replacing talent is often as high as two times their annual salary. This is a tremendous expense that can be averted through better company policies and culture. The onus is typically on the human resources (HR) team to develop more employee-friendly practices and promote higher engagement and work–life balance.
However, in practice, most HR teams are deferential to the company leadership and that is where the buck stops. Leaders and managers have a fundamental responsibility to retain the employees on their team, as more often than not, employees do not leave the company per se, but the line manager.
I will discuss best practices and strategies to improve retention, which ought to be a consistent effort across the entire employee lifecycle--from recruiting to onboarding through regular milestones during an employee’s tenure.
Start at the Start
More often than not, managers do not invest in onboarding preparation and processes out of laziness and indifference. Good employee retention practice starts at the very beginning, i.e., at the time of hiring. Hiring talent through a structured, transparent, fair, and meritocratic interviewing process that allows the candidate to understand their particular role and responsibilities, the company’s diversity and inclusion practices, and the larger mission of the company sets an important tone for future employees.
Hiring the right people who are a good culture fit increases the likelihood of greater engagement and longer tenure at the company. Hiring managers should not hire for the sake of hiring. They should put considerable thought into each new hire and how that hire might fit in on their team.
Apart from hiring, managers have other important considerations, including:
In the first few months, the new hires, the hiring team, and company are in a “dating” phase, evaluating each other and gathering evidence on whether to commit to a longer-term relationship. Most new employees make up their mind to stay or leave within the first six months. A third of new hires who quit said they had barely any onboarding or none at all.
The importance of a new employee’s first impressions on the joining date, the first week, the first month, and the first quarter cannot be overemphasized. Great onboarding starts before the new hire’s join date, ensuring all necessary preparation is handled, like paperwork. Orientation programs on the join day are essential to introduce the company and expand on its mission, values, and culture beyond what the employee might have learned during the interviews.
Minor things like having the team know in advance about a new team member’s join date, and readying the desk, equipment, access, and logins are tell-tale signs of how much thought and effort the hiring team has invested in onboarding. Fellow teammates also make a significant impact, whether they are welcoming and drop in to say “hi” or stop by for a quick chat to get to know the hire better, or take the new employee out for lunch with the whole team.
Onboarding should not end on day one but continue in various forms. Some examples include:
A successful onboarding strategy should enable the employee to know their first project, the expectations, associated milestones, and how performance evaluation works.
Keep It Up!
Onboarding should be followed up with regular check-ins by the manager and HR at the one-month, three-month, and six-month mark. These meetings should be treated as an opportunity for the company to assess the new employee’s comfort level on the team and provide feedback as needed. An onboarding mentor or buddy, if not assigned already, should be provided to help the employee find their feet and learn the informal culture and practices.
The manager should set up the employee for success by providing low-hanging projects that are quick to deliver and help the new hire understand the process of building and deploying a new feature using the company’s internal engineering tools and systems. With quick wins, new hires are able to build trust within the organization and gain more confidence to do excellent work.
As time goes on, the role of the hiring manager becomes more prominent in coordinating regular 1-on-1 meetings, providing the new hire clear work guidelines, as well as challenging and stimulating projects. Apart from work, an introduction to the organizational setup and culture, as well as social interaction within and beyond the team is also crucial. As the new employee ramps up, it is important to give constructive feedback so that the employee can improve. Where a new employee delivers positive impact in the early days itself, the manager should highlight their work within the team and organization, and motivate the employee to continue to perform well.
In addition to core engineering work, employees feel more connected when a company actively invests in their learning and development. Cross-functional training programs that involve employees across different teams foster deeper collaboration and a stronger sense of connection within the various parts of the company.
Investment in employees’ upskilling and education via partnership with external learning platforms or vendors also generates a positive culture of instilling curiosity and learning. Learning new skills energizes the employees and provides them opportunities to grow and develop. They can then apply the newly learned knowledge and skills to pertinent business problems. It creates a virtuous culture that yields overall positive outcomes for the employee and employer alike, and positively influences the long-term retention rates.
New employees generally feel the need to be positively engaged. A powerful mission statement can sometimes convert naysayers faster and generate a company-wide sense of being part of something impactful. This fosters deeper engagement, loyalty, and trust in the company and helps employees embrace company values, resulting in better employee retention rates. Frequent town hall meetings from the leadership enable a new hire to understand the organization as a coherent whole and their particular role in furthering the company’s mission.
Listen to Feedback
The diverse organizational efforts to onboard, engage, and enhance new employees’ perception of the company are bound to fail if the organization does not seek and act on any feedback shared by the new hires. Companies ought to create an internal culture of open communication whereby they seek feedback from employees via surveys, meetings, and town halls, and showcase transparent efforts in implementing employees’ suggestions and feedback. Regular 1-on-1 meetings with managers should be treated as an opportunity to gather feedback and offer the employee insights into whether and how the company is taking action on that feedback.
However, in spite of organizational efforts to improve employee satisfaction and wellbeing, some attrition is inevitable. Attrition rates of more than ten percent is a cause for concern, however, especially when top-performing employees leave the company. Exit interviews are typically conducted by HR and hiring managers, but in practice these are largely farcical as the employees hardly share their honest opinions and have lost trust that the company can take care of their career interests and development.
Companies can implement processes that bring greater transparency around employee decisions related to hiring, promotion, and exit. These processes will also hold HR and managers to greater accountability with respect to employee churn, and incentivize them to increase the retention rates in their teams.
In past generations, job stability was a paramount aspiration for employees which meant they typically spent all their working lives at the same company. In today’s world, with a plethora of enterprises and new startups, high-performing talent is in greater demand and it is possible to accelerate one’s career growth by frequently job hopping and switching companies.
Nowadays, feedback about company processes, culture, compensation, interviews, and so on, is available on a plethora of public platforms including Glassdoor and LinkedIn. Companies are now more proactive in managing their online reputation and act on feedback from the anonymous reviews on such platforms.
Employees in the post-Covid remote-working world are prone to greater degrees of stress, mental health issues, and burnout, all of which have adverse impacts on their work–life balance. In such extraordinary times, companies face the unique challenge—and opportunity—to develop and promote better employee welfare practices.
At one end of the spectrum, there are companies like Amazon. In 2015, The New York Times famously portrayed the company as a “bruising workplace.” Then, in 2021, The New York Times again reported on Amazon for poor workplace practices and systems, prompting a public acknowledgment from the CEO that Amazon needs to do a better job.
On the other end of the spectrum, there are companies like Atlassian or Spotify that have made proactive changes in their organizational culture and are being lauded for new practices to promote employee welfare during the pandemic. Companies that adapt to the changing times and demonstrate that they genuinely care for their employees will enjoy better retention rates, lower costs due to frequent rehiring, and long-term employee trust that conveys the company as a beacon of progressive workplace culture and employment practices.
Copyright © 2022, Sundeep Teki
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