Halliburton: Hiring, Background Check & Employment Verification FAQs

Halliburton was founded in 1919 by Erle P. Halliburton in Duncan, Oklahoma, and is now a publicly traded company listed on the New York Stock Exchange under the symbol HAL. The company is incorporated in the United States and is generally described as having headquarters in Houston, Texas, and in Dubai, United Arab Emirates.

Halliburton's own website says the company creates technologies, products, and services that help energy customers maximize the value of an asset throughout its life cycle. Its about page says Halliburton works across more than 70 countries, and it lists six company values: collaboration, creativity, reliability, respect, integrity, and safety.

The workforce is global and numbers in the tens of thousands. Its careers site groups openings into categories that include engineering, science, and technology; operations; maintenance; manufacturing and supply chain; transportation; health, safety, and environment (HSE); finance and accounting; and information technology.

Company culture and employee programs: Halliburton's careers site says the company operates more than 20 training facilities around the world for technical, operational, and leadership training and offers a fast-track career development program. It also describes internship and associate programs for early-career candidates, a community for veterans, and a workforce that represents many nationalities. Pay, schedules, and benefits typically vary by role, country, and whether a position is field-based or office-based, so candidates should confirm specifics during the hiring process.

Yes. Employers in the oilfield services industry, including Halliburton, are legally permitted to conduct pre-employment background checks, provided they follow federal, state, and local law. In the United States, the Fair Credit Reporting Act (FCRA) governs how third-party background reports are used, including consent, disclosure, and adverse action. Halliburton hires in many countries, so local employment and privacy rules may also apply to candidates outside the United States.

Halliburton is generally reported to conduct background checks as part of its hiring process, which is consistent with standard practice in energy services. Employees often work in safety-sensitive field settings, handle valuable equipment, and may travel or be assigned overseas. The scope of the Halliburton background check may vary by role, country, and location.

The Halliburton hiring process typically begins with an online application on the company's careers site, followed by one or more interviews with recruiters or hiring managers. Candidates who receive a conditional offer are generally asked to consent to a background check and to complete pre-employment requirements, which may include a drug test for field roles. Internship and associate programs may follow their own steps, and the process may vary by role and location.

Many background checks are returned within a few business days, though a Halliburton background check may take longer when records span several jurisdictions. Candidates who have lived or worked abroad may wait longer, and field and international roles can also involve other pre-employment steps that affect the overall timeline before a start date. Candidates can review background check turnaround times to see what affects speed.

A background check may reveal criminal records, identity details, employment history, and driving records, depending on the role. For a position at Halliburton, a check may include some or all of the following:

Candidates should review the disclosure and consent forms they receive to see which searches apply to their specific role.

Halliburton is generally reported to require drug testing for many field and safety-sensitive positions, though requirements may vary by role, country, and location. For drivers of commercial motor vehicles, the Federal Motor Carrier Safety Administration's pre-employment testing rule says a driver must undergo testing for controlled substances before first performing safety-sensitive functions, and the employer must receive a verified negative result unless a limited exception applies. Office and technology roles may not carry the same requirement. Candidates should check the job posting and offer paperwork for the steps that apply to their position.

The lookback period for a background check depends on the type of search and the laws of the state or country where the candidate lives or worked. In the United States, the FCRA generally limits consumer reporting agencies from reporting most negative information older than seven years, with certain exceptions for higher-salary positions and specific record types such as convictions. Some states have stricter limits. Candidates with records in multiple jurisdictions may see different lookback windows applied to different searches within the same report.

Halliburton does not publish a detailed felony hiring policy, and decisions are typically made case by case. Factors that may matter include the type of offense, how much time has passed, and the duties of the role, particularly safety-sensitive field positions and roles that involve driving. Many states and cities have enacted "ban-the-box" laws that limit when employers may ask about criminal history, so rules may differ depending on where the job is based. Candidates should answer application questions honestly.

Candidates for Halliburton roles will typically be asked to provide written consent before a background check begins. Applicants should be ready to provide accurate personal details, including full legal name, date of birth, address history, and Social Security number for U.S.-based roles. Field and driving positions may also require a valid driver's license, a drug test, and other pre-employment assessments, and employment and education history may be verified. Accurate information helps searches run in the right jurisdictions and avoids delays.

The Fair Credit Reporting Act is a US federal law that governs how consumer reporting agencies collect, use, and share background check information. Under the FCRA, employers must obtain written consent before running a background check, provide a copy of the report and a summary of rights if they intend to take adverse action based on the results, and allow the candidate an opportunity to dispute inaccurate information before a final decision is made. For a detailed overview of how the FCRA applies to background checks, visit Fair Credit Reporting Act (FCRA).

Field, driving, and overseas roles at Halliburton may involve additional screening beyond a standard criminal history search. Where a role involves driving a commercial motor vehicle, federal rules require a motor carrier to request the driver's motor vehicle record covering the prior three years and to investigate the driver's safety performance history with Department of Transportation regulated employers (see 49 CFR 391.23). Roles based abroad may involve extra documents or local checks that depend on the country. The exact steps may vary by position and location, and candidates should read the job posting and offer paperwork.

Halliburton's careers site groups its openings into categories such as engineering, operations, maintenance, manufacturing and supply chain, transportation, and corporate functions. The site also describes internship and associate programs for early-career candidates and programs for veterans. Screening steps may differ between field and office roles, so candidates should review the details in each job posting.

Running a personal background check with Checkr lets you preview what Halliburton may see and help you identify potential inaccuracies before they affect your job application. In one secure report you can review:

Create your report in minutes at Checkr Personal Background Checks. To showcase verified credentials proactively, build a free Checkr Profile you can share with recruiters, hiring managers, or potential employers.

Check your report status in the Candidate Portal. Or, visit the Checkr Help Center for FAQs, dispute steps, and to contact support.

The resources and information provided here are for educational and informational purposes only and do not constitute legal advice. Always consult your own counsel for up-to-date legal advice and guidance related to your practices, needs, and compliance with applicable laws.