Weatherford is a global provider in the oilfield services and equipment industry, offering drilling, well construction, completion systems, production optimization and well intervention solutions for upstream oil and gas operators. Headquartered in H...
"Working at Weatherford has been a learning curve," says a field service technician I spoke with. "You get hands-on experience fast, and the team is helpful when you ask." Another employee in corporate operations notes, "There are days when things move at breakneck speed, but you will feel proud when a project comes together." A few recent hires mentioned that onboarding could be smoother, yet they appreciated mentors who stepped in. Overall, employee testimonials about working at Weatherford often highlight real-world exposure, collaborative teammates, and the occasional operational hiccup that comes with a large industrial company.
The company culture at Weatherford leans toward practical, mission-focused work. People here often value getting things done and solving on-site problems. There is a "roll-up-your-sleeves" mentality in many teams, and a lot of pride in technical expertise. At the same time, corporate departments are working on professionalizing processes and improving internal communication. If you enjoy a culture that rewards technical know-how and values resilience, you will likely fit in. For those who prefer highly structured, slow-moving environments, it may take time to adapt.
Work-life balance at Weatherford varies widely by role. Field positions and roles tied to on-site operations frequently involve long shifts, irregular hours, and extended travel. Office roles tend to be closer to a standard 40-hour workweek with more predictable schedules. Many employees say that flexibility depends on your manager and team, so you will want to discuss expectations during the interview. Overall, people who appreciate autonomy and can pivot when needed report better balance.
Job security at Weatherford is closely tied to broader industry cycles. The company operates in a sector that is sensitive to commodity prices and global demand, and there have been times when restructuring occurred. Employees with in-demand technical skills, strong safety records, and adaptability typically enjoy more stability. It is important to maintain up-to-date skills and to build cross-functional relationships in order to reduce personal risk during industry slowdowns.
Leadership at Weatherford focuses on operational performance and safety. Senior leaders communicate strategic shifts periodically, and management places emphasis on meeting client and project targets. There is continual attention to cost discipline and efficiency. While leadership teams set clear objectives, middle management effectiveness can vary across regions. The company has been investing in leadership development programs to strengthen consistent management practices across business units.
Managers at Weatherford tend to be practical and outcomes-driven. Strong managers provide clear priorities, support field teams, and are hands-on when solving technical or logistical issues. Some managers excel at mentoring and career conversations, while others prioritize short-term operational goals more heavily than employee development. Employees report that performance reviews are improving but that the quality of feedback is uneven depending on the line manager.
Learning and development offerings include technical training, safety certifications, and role-specific courses. The company maintains training centers and online modules that help technicians and engineers keep certifications current. Professional development for corporate roles is present but can be less consistent regionally. Employees who take initiative and pursue internal courses or external certifications will find pathways to grow their skills.
Opportunities for promotions exist, particularly for employees who combine technical mastery with leadership potential. Field personnel who demonstrate reliability, strong safety performance, and problem-solving often move into supervisory roles. Corporate promotions are competitive and typically require demonstrated impact across projects. Advancement is possible, but it will require proactive career planning and visible contributions.
Salary ranges at Weatherford vary by geography and role. Typical annual ranges in USD: technicians and field service roles $45,000–85,000; engineers and mid-level technical specialists $70,000–120,000; project managers and senior technical leads $90,000–160,000; senior managers and directors $140,000–250,000. These figures are approximate and depend on experience, certifications, and regional market rates.
Bonuses and incentives are tied to both individual and company performance. Field roles often have performance-based incentives tied to safety and productivity. Corporate roles may receive annual bonuses based on business unit results and personal objectives. There are also spot awards and recognition programs for exceptional performance. The structure is typical for the industry and can be meaningful when company results are strong.
Health and insurance benefits generally include medical, dental, and vision plans, as well as life and disability coverage. Retirement benefits such as a 401(k) plan with company matching are commonly offered in many regions. There is also an employee assistance program to support mental health and wellbeing. Benefit details will vary by country and local policy, so it is advisable to review the full plan during hiring.
Employee engagement efforts include safety campaigns, recognition programs, and regional events. There are team-building activities and occasional corporate town halls that aim to improve communication. Field teams experience engagement through on-site safety briefings and crew recognition. Engagement levels depend on local leadership, but there are clear efforts to keep teams connected and motivated.
Remote work support is role-dependent. Corporate and administrative roles may have hybrid or fully remote options, supported by standard collaboration tools and IT resources. Field and on-site positions require physical presence and are not eligible for remote arrangements. Where remote work is available, the company provides necessary hardware and access, though policies may be evolving.
Average working hours vary by function. Office roles typically average 40–45 hours per week. Field and operations roles can range from 10–14 hour shifts during active campaigns, with potential for extended rotations that include travel. Overtime is common in project-intensive periods. Prospective employees should clarify expected schedules for their specific role.
The attrition rate is influenced by industry cycles and regional market conditions. There have been periods of layoffs and restructuring aligned with downturns in the sector. Turnover is higher in regions with less steady project pipelines. Employees with specialized technical skills tend to experience lower attrition risk compared to administrative roles.
Overall company rating: 3.6/5 (industry adjusted). The company offers solid technical experience, competitive benefits, and clear pathways for hands-on growth. Job stability is linked to industry cycles, and experiences vary by manager and region. For those seeking real-world technical exposure and the chance to build a durable skill set, working at Weatherford can be a strong career choice.
Read authentic experiences from current and former employees at Weatherford
High commission potential; targets are clear.
Frequent leadership changes and restructuring hit morale; internal politics sometimes affect decisions.
Hands-on work, supportive team, lots of technical exposure and on-the-job learning.
Long rotations and frequent travel can be tiring at times.
Flexible hours and supportive HR leadership.
Promotion paths aren't very clear and salary growth is slow. Bureaucracy can slow down people initiatives.
Good remote flexibility and interesting projects.
Decision making can be slow and approvals take time.
