Corporate Responsibility
People First
A different kind of offshore model.
Serana was built to be a bridge. We use our position in the European market to create real careers, real qualifications, and real livelihoods for finance and technology professionals in Sri Lanka, where they live. Not extracting expertise for margin. Building something worth staying for.
Our Colombo Team
Two disciplines, one standard of care.
Finance team
- ACCA / CIMA qualified accountants
- Finance operations specialists
- FP&A and reporting professionals
- AP / AR managers
Serving CFOs and Finance Directors at European scaleups and PE-backed groups.
Tech team
- Senior backend engineers
- AI workflow & LLM engineers
- Financial systems engineers
- BI / data leads and data engineers
Serving CTOs and VPs Engineering at European B2B technology companies.
Compensation
Above-market pay, by design.
"Every member of our Colombo team is paid above the prevailing local market rate, consistently, across both service lines and all seniority levels."
Why: retention, institutional knowledge, and a direct signal that the team's contribution is taken seriously. Performance bonuses are linked to individual contribution and client outcomes, not arbitrary group targets.
Qualifications & Development
We invest in qualifications, not just hours.
Finance
- All senior accountants hold ACCA or CIMA
- Exam fees fully covered for juniors, no repayment required
- Structured study time built into working hours
- Senior mentorship and exam-based salary progression
Technology
- AWS / GCP certification sponsorship
- Structured LLM and AI tooling learning time
- Code review culture as a development mechanism
- Data and analytics upskilling support
Career Ladders
Real progression, not just titles.
Finance
- 1
Junior Accountant
- 2
Accountant
- 3
Senior Accountant
- 4
Engagement Lead
- 5
European Oversight Track
Technology
- 1
Engineer
- 2
Senior Engineer
- 3
Technical Lead
- 4
Engagement Lead
- 5
European Technical Track
"The most ambitious engineers in our team should be able to build the career they want from Colombo, not despite being in Colombo."
How we find and grow our team
Quality over volume, at every step.
Where we find people
Referrals, direct university partnerships (University of Colombo, University of Moratuwa, SLIIT), and ACCA / CIMA networks. No volume-based recruitment agencies.
Diversity
Active aim for gender balance across both tracks and all seniority levels. Structured evaluation, diverse interview panels, and monitoring of pay and promotion decisions.
First-generation professionals
Deliberate effort to recruit first-generation graduates. Removing structural barriers is both the right thing and produces excellent team members.
Community & environment
Genuine effort, not photo ops.
Giving
Annual charitable giving focused on education: primary school supplies prioritised through team connections, university partnerships including guest lectures and internships, and technology access for underserved students.
Environment
Serana-organised beach clean-ups as genuine team events, not branded photo ops. Remote-first delivery model. Responsible office practices: no single-use plastics, public transport encouraged.
The bigger picture
The model itself is the responsibility.
The offshore industry has a reputation problem: thin margins, burnout, no community investment. expertise treated as a cost line, not a career.
Serana is building something different. Quality over volume. Transparency over aspiration. Long-term retention over low-cost turnover. Careers that don't require emigration to be worth having.
"Sri Lanka has enough companies willing to extract its expertise cheaply. We are trying to build something different."