Technical Professional - Engineer Halliburton Employee Review

3.0
Jun 14, 2016
Recommend
CEO approval
Business Outlook

Pros

I was fortunate to have a great manager that believed in my ability. This opened up the door for great opportunities to gain experience and see the world. Not always the case but its available if you go after it. Young colleagues made for a collaborative environment, ability to ask questions, and learn as a less experienced engineer. Most of the time I enjoyed the work. I certainly learned a lot and worked on a lot of different tasks (possibly manager related due to my pursuing it). I really enjoyed most of the people I worked with from all over the world. That was experience I can't place a value on and will never forget. It was my first major corp but I felt the benefits were pretty good.

Cons

Bureaucracy. Paperwork/processes etc. I understand that they exist for those incapable of doing things correctly, but when you know what you're doing it really slows you down - especially when you're relying on people that are slooooooow. There is definitely a lack of communication between management and lower level people. Also between PSL's. I'm not in a position to complain too much but I definitely felt, especially with the downturn, that a little pat on the back or some sort of small recognition for good work would be appreciated - especially with the added stress level.

Explore other reviews about Halliburton

5.0
Jun 29, 2026
Recommend
CEO approval
Business Outlook

Pros

The company has great benefits

Cons

The con would be you are constantly in inclement weather.

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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