Weatherford Interview Questions
& Process

The whole hiring thing took a couple of months. Started with a chat with HR, then we did an onsite group activity and a panel interview with managers from different product lines. Technical questions were part of the group activity, pretty basic stuff if you're a grad. They really focused on how you approach things and work with the team. I liked the format overall.

I applied for a Technical Learning & Development Manager role and then didn't hear back until seven months later. This kind of delay is not a good look for the candidate experience. I get that companies might be slow or change their hiring plans, but leaving people hanging for that long without any kind of closure is unprofessional and frustrating. Just an update earlier on would've been more respectful of people's time and effort. If Weatherford wants to improve its employer brand, they should start by fixing their communication and response times.

The interview process at Weatherford was pretty structured and professional. First, there was an HR screening where they asked about my background, education, and why I was interested in the drilling engineer job. Then, I had a technical interview with a panel that included some senior drilling engineers and a field operations manager. They really drilled down into drilling concepts, downhole tools, and how I'd handle problem-solving scenarios. The last part was about my past experience, if I was available for rotations, and what my motivation was to join Weatherford. Overall, it was a friendly, well-organized interview that looked at both technical skills and my attitude.

The process had several stages. First, online, a company employee contacted me to check basic info and my English level with simple questions. About two weeks later, I was invited to the in-person selection in Macaé. The company paid for our hotel stays, and all the evaluations happened there in the conference room. HR had us do various activities, like: (I) introducing ourselves in English to everyone, (II) group dynamics to test communication skills, and (III) individual interviews with the managers of the company's service lines.