Principal Technical Professional - Principal Technical Professional Halliburton Employee Review

2.0
Apr 18, 2015
Recommend
CEO approval
Business outlook

Pros

-Good exposure to world-class technology -Good experience to have on resume -If you are productive and technically sound, there is lots you can do in terms of IP, writing publications etc. -Company enjoys a good reputation in the oil-field, thanks to some good work done by people in the 1900s ... current crop of people leaves a lot to be desired

Cons

-very, very politically oriented. Unless you're part of the "club", you will not get promoted or even get career opportunities...during lean times, people who are not part of the "club" are most likely to get laid off. -Company says that "You own your career" .. in reality, the company owns you .. don't speak up about what you want to do .. I have been told by a Technology Manager that many times you have to do what the management wants you to do. -Everyone who is a Team Lead and up, wants to run the show their own way, and are only concerned about appearing in the good books of those higher than them. -Too much of a top-down culture.. people below the team-lead position are essentially slaves who don't get much say -Very senior management may be good, but the middle management across the board in Technology are horrible ... only there to dance and shine in the eyes of the higher-ups. -Some of the technical folks are really dumb, but that could be true anywhere.

Explore other reviews about Halliburton

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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