Cybervetting practices are witnessing an exponential increase in its application across industries, however, the scholarly literature on the concept is limited. The present qualitative study seeks to synthesize the definition and concept of cybervetting in the talent acquisition landscape. There is limited holistic understanding about the cybervetting process model and its various stages followed by organizations. Further, the study seeks to identify from recruiters the kind of information extracted from the Internet and social media platforms and the consequent positive and negative cues inferred to assess the suitability of job seekers. To address these issues, a longitudinal qualitative study was undertaken, involving two waves of data collection from recruiters (HR professionals) to understand these dynamics.