software engineer

mechanical engineer

engineer

electrical engineer

project manager

Managed 25,000 sq. ft. manufacturing facility in the development and production of closed cell polyurethane rigid foam material, mold formed into blocks, cured, cut to specification, bonded and shipped.  Plastics Mfg. Industry.  Material used in diverse applications from the signage industry to the aerospace industry as lay-up tooling for carbon composite formations.

•	Managed full production facility with extensive knowledge in dispense manufacturing, CNC material saw cutting, custom bonding, sample production and all shipment aspects. Met regularly with President and General Manager on all aspects of company operations, manufacturing processes, administration, sales and new markets.

•	Promoted from Dispense Supervisor to Plant Manager within first 3 months.  Responsible for all production operations, company direction, meetings and presentations.

•	Responsible for 17 production employees, company employees and operations in the absence of the President and General Manager. Conducted plant tours, interviews, hiring, evaluations, promotions, training, corrective actions, and employee issues. I empowered employees through process involvement, cross training, safety involvement, clear objective and process controls, utilizing personal skills, and the ability to make production suggestions giving employees a sense of company value and contribution.  
 
•	Significantly improved chemical formulation processes, reactivity, quality, volume output and increased product volume 100%.   Innovatively designed a higher density foam and product line up to 60 pcf for the tooling industry.

•	Responsible for developing and maintaining the highest quality product to remain competitive. I conducted R & D testing, microscopic analysis, documentation, formulation and reactivity calculations (cream, gel & rise times, cross linking, out gassing, cell structure) as well as a full knowledge of isocyanates, polyols, urethane resins, fillers, catalysts, epoxies and elastomers.

•	Conducted all production scheduling, manufacturing and shipments. Worked closely with Sales department to meet customer needs and deadlines.  Strong ability to adjust production schedule based on customers JIT demands.  Oversaw shipments utilizing mobile cranes for shipments up to 9 tons. 

•	Reduced overtime 80% and increased productivity 35% by cross training employees, enabling production maneuverability and staggered work shifts without generating overtime.  This also generated employee contribution value and confidence. 

•	Eliminated inventory waste through extensive in house R&D and working closely chemical manufacturers to create better products, a “green” based formulation and reducing inventory by improving production flow and quality.

•	Responsible for all company safety, safety meetings, OSHA safety implementation and compliance.  Developed emergency plans and procedures.  Conducted one on one and group safety training in prevention, company emergency plans, spill containment, overhead crane operations, vehicle and machinery operations.  Reduced work place accidents.
 
•	Designed and implemented equipment, operations and machinery improvements increasing productivity, quality and safety such as, filler auto loader, larger efficient mixing tanks and mixers, cost effective heat exchanger units improving quality, redesigned and installed saw cutting machining program and PLC system. 

•	Responsible for all production maintenance and ensuring preventative maintenance (PM) measures in place. 

•	Procurement.  Performed all production procurement, including raw materials.  My experience in purchasing and supplier resources allowed me maintain an effective production flow, minimize down time, conduct cost effective research, and keep company expenditure costs to a minimum. Maintained close relationship with manufacturing suppliers.

•	Integrated production into the practices of a Lean Manufacturing environment. 

•	Very mechanical and knowledgeable in pumps, machinery, valves, mix tanks, vari-drives, controllers, automated loaders, print reading and design, dust collection, compressors, motor drives and gear reducers.

I do not recommend any of the robotics positions at NOV.

The robotics team at NOV is currently in disarray. Management and project managers set unrealistic deadlines, and communication is severely lacking—not just within the robotics group, but across the organization. Information is seldom shared or directed to the appropriate individuals, leading to hasty, poorly thought-out decisions that undermine morale.

Team Dynamics: There is a notable absence of effective leadership or management within the team. While there are talented individuals on the NOV robotics team, some members are resistant to change, creating internal conflict and a hostile work environment. The turnover rate is exceptionally high.

Short Notice Deployments: Employees are often asked to deploy on very short notice, sometimes on the same day or with only 1-2 days' notice. These deployments can involve over 12 hours of travel time, which is not compensated if it occurs over the weekend, despite frequent requests for weekend travel. Deployments can last from weeks to months.

Deployment Conditions: Deployments typically involve mandatory 12+ hour shifts, seven days a week, whether on land rigs or sea vessels. For salaried engineering positions, NOV expects an additional 44 hours of work per week, justified by an unspoken "rig bonus" of $150 on weekdays and $250 on weekends. This bonus essentially compensates employees much less than an hourly rate would. Furthermore, there is no plan to increase this bonus in the future, and overtime is not offered to salaried employees.

Salary Issues: Do not accept the LOW salary offered to all new hires, regardless of experience. It is important to negotiate for a salary that reflects your worth, as raises are nearly impossible to secure. Employees in the robotics group are underpaid compared to industry standards, which is ~$105-$120K. Management is aware of this issue and has acknowledged it to the team, yet no actions have been taken. Additionally, the company exploits employees who require visas or sponsorships by offering them lower salaries.

Robotics Systems: The robotics team utilizes an older version Robot Operating System (ROS), which is experimental and was initially developed as an educational tool. The team refuses to use the built-in functions of the robot controllers, resulting in none of the deployed systems being 100% operational or stable. The system developed by NOV is still in its early stages and requires 2-5 years of significant redevelopment to be successful. Despite this, systems are being deployed in the field, necessitating engineers and field service personnel to address known issues on-site.

I’ve been a devoted, quiet and hardworking blue-collar employee for many years now while simultaneously attending a local university. Now that I’m nearly finished with school, I can’t get out of my surroundings to save my life despite the fact that I’ve proven myself time and time again, and I have the intellect, the attitude, as well as the education to back it up. I’ve applied for more jobs within this plant than I can recount at this point, and not one has landed me a single interview. What I’ve learned about NOV and their slogan “One Team, One Dream”, is that it only really has any meaning to those who are on the other side of the fence; Those who hold the higher paying white-collar jobs. I have personal friends all over the company who span a wide range of professional positions. This includes managers, as well as various other office personnel, and I’m learning very quickly that once a person has been on my side of the fence, one of the blue-collars, it’s extremely difficult, if not impossible to move into a real “professional” position with higher pay and higher dignity & respect. I’m learning that NOV poses as a “family company” while in reality, is just another soulless cooperate beast run by lying double-talking, back-stabbing people. There’s definitely a caste system within the company. Top tier Boy’s Club/golfers = Plant Director & The Chosen Department Managers. Second Tier = Other Managers who don’t make the Boy’s Club cut. Then on down to the important office personnel in our main office bldg. To the not so important office personnel spanning the rest of the plant. Then Supervisors, leads, and finally…we little people who are really, the untouchables.  As far as NOV is concerned, those of us who’s worked in the warehouse, we will always carry the stench of blue-collar despite our intelligence, our hard work, and even our university educations. I feel cheated and duped into my position of higher responsibility, and same low pay. “Oh this position will be great for you. It really gives you exposure to all departments within the company, and makes you highly visible. This job will really lead you to better positions.” LIES! This place is ROTTEN and I can’t wait to walk right into my bosses office to tell him I QUIT THIS HORRIBLE JOB AT NOV ORANGE!!! 

My advice to those of you who want a job where you can get your foot in the door as a little guy and move up…STAY AWAY!!! NOV is full of lying shysters who will b.s. your face until you join the cult.


In a typical day you are under pressure from your managers constantly to work hard and fast, with very little gratitude.  As a 10 year veteran of the company I was treated as if I did not matter at all.  In those 10 years I received only 2 raises, the first of which was within two years of originally being hired.

They have great retirement benefits and decent health care, but the stress and ungratefulness of management are not worth it.

The safety culture is near non-existent.  Despite upper management pushing it, the direct managers are ineffective at promoting it and supervisors were sloppy at enforcing it.  The only time it seemed important was when management needed to trim staff, so safety breaches were used as an excuse to fire employees even though the safety rules were not consistently enforced by managers (or even followed by them).  Expediency outweighed safety at NOV.

Co-workers were friendly and the best part of the job, honestly.  Most treated me with respect, friendship, and decency.  Unfortunately the corporate culture did not match this - I was treated with ambivalence and borderline disrespect in multiple occasions by Human Resource personnel and many managers and directors.

The hardest part of my job was supervising people.  I received very little support from my manager in front of the employees, so my authority was constantly criticized and bucked,  If management had been more supportive in front of the team and more reactive I don't believe this would have been the case.  Because management did not show consistent support in front of the employees, it became impossible for me to get the team to work toward realistic goals.

The most enjoyable part was working with those same people, becoming friends and a trusted member of the organization.  Despite my differences with the team members as their supervisor we were all good friends on a personal level.  Everyone cares about each other and helps support each other the best they can.

A normal day at the office includes completing a daily cycle count on our inventory, processing purchase orders, and completing invoices. When there are no orders to be taken, I spend that free time cleaning and organizing around the office and warehouse. I have learned that the customer is priority number 1. I will always do what is best for the customer as long as it does not violate ANY company policies. My manager has always been slow to speak to insure that the wisest answer is given. The manager also gives every employee an opportunity to ask questions, seek answers, and find solutions to everyday problems. I work with a great team! Everyone I work with has a family like relationship with one another. We get along 99% of the time and we have always got each others backs. Sometimes I feel like we are so close that certain rules or mistakes are looked over because nobody wants to address the problem in fear of creating quarrels. I would have to say the hardest part of my job is keeping myself motivated. I am use to a busy atmosphere and maintaining a full throttle state of mind. Here lately, things have been so slow that it is hard to stay busy all 8 hours of the day. I must say, I enjoy the weekends off and working a steady Mon - Fri 8-4 shift. That allows me to give my family the time they deserve and it also allows me to get a good break from the stress I sometimes deal with at work. The reason why I am looking around for different job opportunities is strictly because of my pay rate. I have been in the inside sales position for almost three years and there has been no openings or talks of openings for promotion, I finally feel like I am at the top of my skill level and would like to learn what else is out there. I want to be out of the office and spending more time with the customers at there place of work. I also feel like I am not getting paid a fair amount. I have seen my salary decrease every year for the last three years.

A typical day at work included inspecting pre-WWII machine equipment for machine safeguarding opportunities. Reporting and advising to the safety coordinator on installs of OSHA requirements for machine safeguarding. Designing safety equipment and collaborating with vendors to build and install safety equipment, writing JSA'S. Documenting findings and responsible for ensuring proper installation according to OSHA regulations and reporting to safety coordinator, performing daily HSE tasks. Track progress in a fast-paced environment.

I learned how to train other (HSE) contractors on required tasks to meet organizations requirements.

As a project manager I was charged with certain responsibilities (but not limited to or all inclusive) which included the creation of safeguarding equipment on certain machinery that had no pre-manufactured safety barrier equipment available and collaborating with vendors to build barriers, supervised the installation and monitored the operation of the barriers after installation to ensure proper functionality. Responsible for maintaining MSDS requirements
JHA'S and performing safety meetings as required with contractors.

The work place culture due to the environment is a manufacturing facility with a high degree of attention to detail requirement and many checks and balances required through quality assurance checks and constant consultation, performance, and reporting of HSE protocols and training.

The greatest opportunity of the job was developing a plan to build barriers to meet the OSHA regulations within a specific time frame and ensure the project met all the required safety and completion time requirements and OSHA regulations.

The most enjoyable part of the job was seeing employees working in a safe working environment.

The management at Cedar Park NOV needs to heed their own advice. They have an initiative called "Gung Ho" and the staff is everything but. Management lies to you constantly. HR will lie to you and push things under the rug. Upper management goes out on the manufacturing floor and tells secrets to "special" employees and gets rumors going. They allow hostile employees to remain there and cause problems for entire departments with virtually no disciplinary actions. You will be more likely to get somewhere if you are friends with the right people, or related to them, otherwise you are probably not going to get far. They expect you to do your job and any other job that isn't getting done with no thanks or appreciation.  They keep simple minded people in positions of power so that they can be controlled. Management only cares about making the metrics look good. Maybe they should give actually changing things and correcting the problems a shot. If they did the wouldn't have to "make" the metrics look good, they would on their own. If you enjoy working yourself into an early grave for a company that cares nothing about any of it's employees I highly advise you to go to work for NOV in Cedar Park. You can be a part of the biggest farce I have ever seen in my professional experiences. Some of the Focus Factory Managers don't even know how to use Excel effectively, but they are the big bosses. Those managers in particular keep their jobs because they have the right friends. Such a shame for a company with such potential to be hindered by their own blindness to the management problems. (Or is it simply unwillingness) They could make so much more money and have less turn over, but they just can't get rid of the bad apples.

I worked at National Oilwell Varco for nearly three years and consistently gave more than what was required of me. I regularly worked overtime, stepped into additional responsibilities, and supported the team beyond my assigned role. Unfortunately, that level of commitment was not reflected in advancement opportunities or long-term recognition.

There is no clearly defined growth or development path. Raises and promotions are not transparently outlined, and advancement appears to be influenced more by internal relationships than by performance or tenure. I was passed over for a promotion in favor of an individual who had previously left the company for an extended period of time, despite my continued service and expanded responsibilities.

When layoffs occurred, decisions did not appear to be based on skill set, contribution, or versatility. As part of a small team, I was cross-trained and capable of performing multiple roles, yet layoff decisions followed a ranking structure rather than overall value to the organization. Additionally, employees with documented attendance issues and prior write-ups were retained, while I maintained consistent attendance and reliability throughout my employment.

NOV promotes a strong set of corporate values, but my experience did not align with those principles in practice. Hard work, accountability, and loyalty were not consistently rewarded, and transparency around decision-making was lacking.

This may be a suitable workplace for those with established internal connections, but for employees seeking merit-based growth, fair advancement practices, and alignment between stated values and daily operations, this organization may fall short.

I have been with National Oilwell Varco for a year and a half. I had the opportunity to start with the company as an Executive Assistants to one of the Vice President's in Rig Solution Products. During that position, I focused on expense reports, routing sales emails to the correct departments, coordinating conference rooms/luncheons for business meetings as well as booking travel for my direct report as well as 5 other managers. I thoroughly enjoyed this position because I felt as though I was exposed to the materials needed to follow my dream career in sales or business development. The most difficult part of this job was piecing together information for events. Though this seemed like a challenge, it actually taught me how to work with the materials you have. 

Unfortunately, the Oil & Gas industry hit a downtown which required me to transfer from the Rig Solutions department to Corporate. I transferred to the HSE department as an Administrative Assistant to the Global HSE - Transportation/Drug and Alcohol department. After a short month, I was promoted as the Transportation Compliance Specialist. In this role, I am responsible for keeping our regulated drivers in compliance with the federal law. Also, I maintain driver's MVR's and assign corrective action for the amount of points they have accumulated - hosting Safe Driving Committee meetings as well as assigning an online curriculum to the drivers. I am currently struggling enjoying this position because this is not what I had in mind as far as a career path. I enjoy the position because I am learning several people in the industry.

I have to to say there are truly some great people who work here,and then there is everyone else.I've never seen such discusting work environment. You have people that sit and start rumours,and lies,and thier weak management keeps them Around although they know it's going to create issues.News flash,hire someone that knows that job,or actually train then,something NOV is know known for(not training)and rid your self of these disturbing individuals who go Around claiming GOD is protecting them and spit out words of hate about everyone including the very people she works with,and this manager does nothing.The HR department is a joke, they lie act like they want the best for you,but all they want is info so that you can burn your bridge so that you can get the classic no rehirable speech for your new employer. When I finally walked out that door and got home and washed the filth that place produces off of me I felt At peace,I felt great,I felt awesome. 
Whoever wrote the horrendous management hit the nail on the head,they are made up of complete liars,jerks,no moral backpack bone and the plant manger thinks it's ok to have his boat winterized by staff on the clock.I was there for 7years,the last 3 I hated it everyday and got out,did better and now I'm happy.NOV cedar park is filed with idiots who belittle employees,I've even heard management call a certain employee ghetto trash,then try to preach gung ho.Do yourself a favor,and avoid this toilet at all cost.lots of floaters in here,lots of backwoods 1958 thinking,and if your a woman or a person of any color,you can forget it. This is the sickest place I've seen hands down.

Top Job Titles	Average Salary
Software engineer 12 salaries reported	$99,569 per year
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Project manager 5 salaries reported	$97,200 per year

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