Oceaneering International is an engineering and technology company headquartered in Houston, Texas, that delivers subsea solutions, remotely operated vehicles (ROVs), asset integrity services, and advanced engineering for offshore energy, defense, an...
People I spoke with and read about generally describe a hands-on, practical workplace. You will hear stories from ROV pilots who say, "you learn by doing" and from field techs who mention long stretches offshore followed by solid time at home. Engineers and corporate staff often say they appreciate the real-world impact of their projects: "we build and operate things that actually move the needle." There are also voices that point out the tough schedules and the need to be flexible when projects change. Overall, you will find pride in craftsmanship and a sense that the work matters.
When people talk about company culture at Oceaneering International, they often highlight a pragmatic, safety-first mentality. Teams tend to be mission-focused and results-driven, with a no-nonsense approach to problem solving. You will find strong camaraderie in field crews and technical teams alike; there is an emphasis on experience and practical know-how. At the same time, some employees feel the corporate side can be slow or bureaucratic, which creates a mixed cultural vibe between field and office staff.
Work-life balance at Oceaneering International varies a lot by role. If you are onshore in a corporate or engineering role, you will typically experience a standard workweek and more predictable hours. If you are offshore or in the field, expect rotations and long shifts—12-hour days are common during assignments. People appreciate the block time off between rotations, but you will need to be okay with bursts of intense work followed by downtime. For many, the tradeoff is worth the experience and compensation.
Job security is influenced by the cyclical nature of the industries served. There are periods of growth and hiring when oil, gas, and offshore activity is strong, and there are leaner times when cost controls and reorganizations occur. The company has diversified into defense, robotics, and marine sectors, which provides some stability. Overall, you will find that job security depends on the business unit and market conditions; technical specialists and safety-trained personnel tend to be more resilient.
Leadership is described as pragmatic but sometimes distant from day-to-day field realities. Executives emphasize operational performance and safety metrics. Middle management quality varies widely; some managers are praised for hands-on support and technical competence, while others are seen as more focused on cost controls and targets. Communication from the top improves during major projects or change initiatives, but employees sometimes wish for clearer, more consistent messaging about strategy and career paths.
Managers often receive positive reviews for technical know-how and practical guidance, especially in operational roles. Direct supervisors who spend time with their teams earn trust and loyalty. Negative reviews most commonly cite inconsistent feedback, variable mentorship, and occasional overemphasis on short-term metrics. If you are considering a role, try to meet the direct manager and ask about coaching, development, and how success is measured.
Training and certification are strengths. The company invests in safety training, technical certifications, and job-specific qualifications such as ROV operation and subsea competencies. There are structured onboarding programs and on-the-job mentoring. Formal classroom learning is available but varies by site. Employees who are proactive tend to get more development opportunities; the organization supports cross-functional skill growth if you show initiative.
Promotions are available, often along technical or managerial tracks. Advancement can be faster for those willing to take field assignments or relocate. For specialists, there is a clear technical ladder that rewards certifications and experience. For corporate roles, career progression can be slower but reasonable for strong performers. Mobility across business units is possible and can accelerate growth.
Salaries vary widely by role and location. Typical U.S. ranges might be:
Bonuses and incentives are common and typically tied to project performance, safety records, and individual goals. There are safety bonuses and overtime pay for many field roles. Corporate bonuses follow annual performance cycles. Long-term incentive plans may be available for senior staff. Expect variability by business unit and contract.
Health benefits are generally comprehensive. Medical, dental, and vision plans are offered, along with disability coverage and life insurance options. Health plan details may vary by country and employment level. The company typically provides enrollment support and has programs focused on occupational health and safety.
Engagement efforts include safety days, town halls, and recognition programs that celebrate project milestones and individual achievements. Local sites often host casual social events and holiday gatherings. Engagement can feel stronger at operational sites where teams are close-knit. Corporate-level engagement is more formal and can feel less personal.
Remote work support is limited for field-heavy roles, as most operational jobs require onsite presence. For corporate or office-based employees, hybrid arrangements and remote work options may be available depending on the role and manager. The company provides standard collaboration tools and IT support, but remote flexibility often depends on team needs and client obligations.
Average working hours depend on assignment. Office roles average 40–45 hours per week. Field and offshore roles commonly use 12-hour shifts during rotations, which can lead to long weeks while deployed but more time off between rotations. Expect fluctuating hours during peak project phases.
Attrition correlates with market cycles. The company has experienced hiring waves and rounds of cost-cutting aligned with downturns in oil and gas. There are periods of increased turnover when projects slow. However, diversification into other sectors has helped moderate volatility. Resilience tends to be stronger for employees with specialized skills.
Overall, this is a company that offers meaningful technical work, strong training, and solid compensation for field roles, with pragmatic leadership focused on operations and safety. You will find a real sense of teamwork in operational areas and solid benefits. Job security and hours will depend on the business cycle and your role. For those seeking hands-on engineering, maritime, or subsea experience, working at Oceaneering International can be rewarding and career-building.
Read authentic experiences from current and former employees at Oceaneering International
Stable work, strong safety focus.
Sometimes slow bureaucracy and paperwork.
Good exposure to global HR processes and a lot of learning opportunities over the years.
The recent restructuring was stressful and communication from senior leadership could be clearer.
Excellent hands-on training, very strong safety culture and supportive crew.
Long offshore rotations and time away from family can be tough.
Challenging technical projects, good mentorship and clear objectives.
Occasional long project deadlines and travel.
Flexible hours and supportive leadership, good for work/life balance.
Salary progression could be better; promotion cycles are slow.
