This paper intends to examine the possible relationships between talent management, job satisfaction; as well as and to test the mediating influence of organizational flexibility. In other words, it aims to investigate the extent to which talent management practices affect job satisfaction; while considering the moderating role of organizational flexibility. On the basis of a quantitative research approach, data were collected from a diverse sample of 156 employees in an oil exploration company, located in Iraq. The Partial Least SquareStructural Equation Modeling (PLS-SEM) findings of the study reveal the existence of a significant positive association between talent management and job satisfaction, indicating that effective talent management strategies contribute to enhanced levels of employee satisfaction. Moreover, the present research uncovers the pivotal moderating role of organizational flexibility, depicting that a flexible organizational magnifies the positive effects of talent management on job satisfaction. The implications of this research are therefore twofold. For academia, it might contribute to the existing body of knowledge by offering insights into the interplay among talent management, job satisfaction, and organizational flexibility. The study’s originality lies in its comprehensive examination of these interrelationships, by shedding the light on the dynamics that contribute to employees’ well-being and organizational success. For practitioners, the findings of this study emphasize the significance of strategic talent management practices in fostering the motivation and joy of the workforce. Besides, recognizing the role of organizational flexibility can guide the creation of an adaptive workplace that amplify the benefits of talent management practices. Academically, this study contributes to the existing body of knowledge by offering insights into the intricate interplay among talent management, job satisfaction, and organizational flexibility. In other words, the study’s originality lies in testing these possible interrelationships, by considering the dynamics that contribute to employees’ well-being and organizational success.