Schlumberger is a global oilfield services company providing technology, equipment and digital solutions for reservoir characterization, drilling, production and well services. Headquartered in Houston, Texas, the organization supports energy compani...
"I learned more in two years than I did in grad school," says one field engineer, and that sentiment pops up a lot. You will hear stories from people who love the hands-on problem solving and international travel. Others will tell you they got burnt out by long campaigns away from home. Many recent hires praise the structured onboarding and technical mentorship, while some long-tenured employees note that processes can feel slow and bureaucratic.
If you are looking for real-world experience and fast technical growth, these voices are common: you will be challenged, you will travel, and you will be part of high-stakes projects. For those who value steady office hours and predictable days, the field testimonials are mixed.
The company culture at Schlumberger is technical, safety-first, and global. Teams are composed of diverse nationalities and skill sets, and there is a strong focus on engineering excellence and operational discipline. You will notice pride around safety metrics and innovation in service delivery.
At the same time, culture can vary greatly by division and region. Corporate teams tend to be more structured and process-oriented, while field crews are practical and mission-focused. If you are comparing company culture at Schlumberger across locations, expect differences driven by local leadership and the nature of the work.
Work-life balance at Schlumberger depends heavily on role. Office and support roles generally offer a more typical 40-hour workweek with the possibility to work remotely on certain schedules. Field roles often involve rotations, long shifts, and extended time on site. You will find people who love the rotational schedules because they allow long blocks of time off between campaigns, while others find the travel and irregular hours disruptive.
If you value flexibility, corporate and technical center roles are more likely to provide it. If you do field work, prepare for intense bursts of work followed by downtime.
Job security is tied closely to the oil and gas market. There will be periods of stability when demand for services is high, and there will be cycles where workforce reductions occur during downturns. The company maintains global footprint and diversified service lines, which can mitigate short-term shocks, but overall stability is influenced by commodity prices and client spending.
Contractual and local labor protections will influence how layoffs are managed in different countries. It is prudent to consider market cycles when evaluating long-term job security.
Leadership emphasizes technical credibility and operational discipline. Executive teams will often communicate long-term strategy and investment in technology and sustainability. Management at middle and local levels varies; some managers are strong mentors focused on development, while others concentrate heavily on meeting operational targets.
There will be emphasis on safety, compliance, and cost control. Decision timelines can be long in large projects, and cross-functional collaboration is frequently necessary for progress.
Managers are generally knowledgeable about the work and can provide good technical guidance. Reviewers commonly state that the best managers advocate for their teams and create growth opportunities. Conversely, some managers have been criticized for being too process-driven and not engaging enough with employee career discussions.
Performance feedback cycles exist but are more effective when managers take a proactive role. Clear expectations and frequent check-ins improve the manager-employee relationship.
There will be structured training programs, technical courses, and on-the-job learning provided across the organization. The company invests in simulation centers, field training, and online learning platforms. Mentorship and rotational programs are available in many areas, which helps accelerate skill acquisition for early-career hires.
Continuous learning is part of the culture, especially for those in technical roles that require ongoing certification and safety qualifications.
Promotion paths exist and are clearer in technical and corporate tracks. Advancement will often require a mix of technical competence, project leadership, and cross-functional experience. Field personnel can progress into supervisory and specialist roles, though competition for senior positions can be strong.
Internal mobility is encouraged; employees who network and take on diverse assignments will increase their promotion prospects.
Salaries vary by geography, role, and experience. As a rough guide: entry-level engineers in major markets will typically earn in the lower to mid five-figure range annually, mid-level engineers will earn mid to high five-figures, and senior technical or managerial roles will move into six figures. Compensation packages are often regionally adjusted and will include allowances for field rotations or expatriate assignments.
Market benchmarking and local cost-of-living adjustments shape final offers.
Bonuses and incentives are commonly used and will be tied to individual performance, business unit results, and safety targets. Short-term bonuses typically range from modest to significant depending on role and results. Senior roles will have access to longer-term incentive plans or stock-based compensation.
There will also be project-specific incentives and recognition programs for teams that meet or exceed safety and operational goals.
Health and insurance benefits are comprehensive for many locations. Plans often include medical, dental, vision, and life insurance, plus additional expatriate coverage for employees on international assignments. Employee assistance programs and wellness initiatives are available in many regions.
Benefit details and employer contributions vary by country and employment type.
There will be global town halls, technical conferences, local safety days, and employee networks. Engagement activities focus on knowledge sharing, safety culture, and community involvement. Social events and recognition ceremonies happen regionally and help build team cohesion.
Remote work support is stronger in office and corporate roles. The company provides collaboration tools, VPN access, and IT support for distributed teams. Field roles are less amenable to remote work due to operational requirements. Hybrid arrangements are becoming more common in appropriate functions.
Average working hours vary: office roles typically average 40–50 hours per week, while field roles can extend to 60+ hours during campaigns. Rotational schedules may concentrate work into intense weeks followed by extended leave periods.
Attrition fluctuates with market cycles and operational intensity. There have been notable layoffs during major downturns in the energy sector, most recently during global demand shocks. Field roles typically see higher turnover, whereas corporate functions show lower attrition.
Overall, this company will appeal to those seeking technical growth, global exposure, and strong operational experience. The trade-offs include market-driven job security and variable work-life balance for field staff. On balance, for people motivated by engineering challenges and global assignments, working at Schlumberger is a solid choice with competitive compensation and robust learning opportunities.
Read authentic experiences from current and former employees at Schlumberger
International clients and a decent commission structure.
Targets are unrealistic at times; long hours and not enough back-office support which can be frustrating.
Supportive team and opportunities for global mobility within Schlumberger.
Bureaucracy slows decisions, sometimes too many layers of approval.
Hands-on experience and exposure to well-maintained equipment.
Temporary contracts with uncertain renewal and limited career path clarity.
Access to large datasets and mentorship from senior data scientists. Good tools and interesting projects related to reservoir modelling.
Promotion timelines can be slow and internal hiring processes are bureaucratic.
Cutting-edge technology projects and continuous learning. Great exposure to cross-functional product teams.
Internal politics sometimes and communication gaps between regions.
Great training and field experience, strong safety culture and solid benefits.
Long rotations away from family sometimes.
