Don't get shorted on MWD Pay decreases - MWD Field Engineer Halliburton Employee Review

3.0
Oct 29, 2018
Recommend
CEO approval
Business Outlook

Pros

*Can break into oil and gas *Have good people in OKC office and most other offices.

Cons

*Drastically reduced MWD pay over the last 18 months. *MWD pay is no longer competitive vs other companies *Don't work offshore. They pay the same as land jobs but you do a lot more work and there's more stress. *Don't work for the Houston office. They treat their MWD's poorly. Most other offices are pretty good to their MWDs Advice for potential MWDs looking for work with any employer, not just Halliburton: You work 90-100 hours a week and are often gone weeks at a time. You are on all 24 hours a day. I don't mind that, but you need to be compensated for it. Look around at several companies and do not accept low ball offers or reduced pay. Before you hire on, thoroughly understand pay and total pay (per diem, salary, vehicle allowance, tool bonus, hourly pay, overtime hourly pay etc). Ask questions - ask what the pay structure is and how raises work. Find out what has to be done to earn a raise. A competent MWD should be making at least $10-11k a month after 6 months (based on 30 day work month) and experienced hands command $13-16k a month (based on 30 day work month, vehicle, salary, hourly, per diem etc). Know what the market pays! look around! I have no comments on or advice for senior management as I never worked with those areas.

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5.0
May 28, 2026
Recommend
CEO approval
Business Outlook

Pros

Culture is great. Lots of opportunity to grow.

Cons

Company doesn't have work from home option.

1.0
Jun 22, 2026
Recommend
CEO approval
Business Outlook

Pros

Halliburton looks strong on the outside, especially on a resume, and the brand name still carries weight in the industry. Some teams work on interesting projects, and if you get a fair manager, you can learn a lot about large-scale B2B operations.

Cons

If you land under the wrong manager, performance improvement plans (PIPs) can be used as a weapon, not a coaching tool. I was put on a PIP that contained inaccurate claims even after I shared detailed evidence and context. I provided several solid pieces of documentation to HR to rebut the accusations, yet nothing meaningful was investigated or corrected in my case. HR felt more like a shield for management than a neutral party. In my experience, they protected internal politics instead of looking at facts and evidence. There is a culture of quiet compliance. Many people stay 10+ years because the pay and brand are “safe,” but they are hesitant to challenge unfair treatment or speak up about toxic behavior. Corporate hierarchy is heavy, and real decisions seem to depend more on who is backing your manager than on actual performance or documented facts.

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