Good Culture, Friendly working enviroment but... - R&D Mechanical Engineer, Associate Halliburton Employee Review

4.0
Jan 3, 2023
Recommend
CEO approval
Business Outlook

Pros

Good culture, most people are friendly, people here are really open minded, you get to work with counter-parts around the world (Norway, US, India, and many more), the company provides a lot of benefits (healthcare, dental, transportation), pretty high monthly base pay, provides training (but its basic), provides a lot of courses if you can find the time, nice office Environment, nice company for fresh grads to learn the ropes.

Cons

No Performance bonus, Slow Promotion from what I am hearing (2.5-4years from associate to non-associate), some roles do not get paid for OT but are expect to OT if required, high expectations (a con for people who just want to just do their job and stagnate, you are expected to grow and improve).

Explore other reviews about Halliburton

5.0
Jul 16, 2026
Recommend
CEO approval
Business Outlook

Pros

Halliburton is a good company to work at.

Cons

the company faces inherent challenges linked to the volatile energy market

1.0
Jun 18, 2026
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

* Strong brand recognition and opportunity to work on large-scale marketing initiatives. * Exposure to technical subject matter and cross-functional collaboration. * Good place to learn how large enterprise organizations operate.

Cons

I joined in a hybrid role where flexibility was an important factor in accepting the position and making personal life decisions. Within about a year, the organization moved to a full return-to-office model. While companies can change workplace policies, the transition felt abrupt and inconsistent in practice. A recurring challenge was that expectations around in-office presence did not always appear to match day-to-day reality. Remote participation still occurred for meetings and operational needs, which created confusion around when flexibility was acceptable and when it was not. Within my department, I also experienced challenges around communication and collaboration. Feedback on projects sometimes arrived late or only after priorities had shifted, and in some cases work was reassigned or substantially changed without clear involvement from the original contributor. Public criticism of work product without prior coaching made it difficult to improve or feel ownership over deliverables. Leadership communication during organizational changes often felt more focused on compliance than employee concerns. Employees raising questions about work arrangements sometimes perceived limited space for open discussion. Over time, the combination of reduced flexibility, inconsistent application of expectations, and limited recognition of specialized contributions negatively affected morale and trust.

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