I've had the opposite experience. There was always a bit of hand-wringing about "oh, but this is the contract approved by our legal consultants...", but pointing out the fact that A) this clause is flatly impossible to enforce in my jurisdiction and B) it would be immensely silly to blow up this entire hiring process over a contract clause that, best case scenario, would involve them having to sue me and lose to enforce has always made the hiring manager sign off on the reasonable modifications.
Of course, if the clauses are enforceable in your state, it might be a different matter, but that's also an opportunity to make demands. "Sure we agreed to $XXX,XXX , but there was no mention of a noncompete. That's going to need $XXX,XXX+$YY,YYY or $Z weeks of vacation". Make the numbers bigger than you think is reasonable, and they'll probably cave on the contract clause. Or they'll compensate you for it. Win/Win.
Of course, if the clauses are enforceable in your state, it might be a different matter, but that's also an opportunity to make demands. "Sure we agreed to $XXX,XXX , but there was no mention of a noncompete. That's going to need $XXX,XXX+$YY,YYY or $Z weeks of vacation". Make the numbers bigger than you think is reasonable, and they'll probably cave on the contract clause. Or they'll compensate you for it. Win/Win.