Exactly. It feels even easier and more reasonable if you do the work for them; copy the document, make the changes, export as PDF and send it back. Everyone worth their salt understands employment agreements to be negotiable.

IMO It's better to hear out the concerns of the hiring manager and ask for their side of the story regarding why the clause is there.

That way they feel like they've been heard and their concerns are taken into account which makes them feel better when/if you formulate a new clause.

Sending back a printed list of demands could be interpreted as unnecessarily confrontational.

Conversely, though - if you're completely unwilling to accept a clause that limits your employment after leaving the company, your starting point should be an agreement that doesn't have such a clause in it. Don't give them the impression they can talk you out of it. By giving them a new document to sign, they are the ones who have to confront you if they want to re-add the noncompete.

This is a your-mileage-may-vary thing and there is no easy answer for all cases.

"if you're completely unwilling to accept a clause that limits your employment after leaving the company, your starting point should be an agreement that doesn't have such a clause in it. Don't give them the impression they can talk you out of it."

You don't have to be willing to accept it, just be willing to hear their side of the story.

I was definitely exaggerating, and I'm sorry for that. That being said, it should be illegal simply to avoid the conflict that exists.