This kind of thinking is exactly why these clauses get worse and worse and worse over time, I'm afraid.
People should be prepared to argue the toss over every single line of an employment contract, and seek advice for every single line.
Anecdata: at a different FAANG, I requested a less important clause to be removed and the lawyers denied even that request. Lawyers will tell hiring managers to pass on a candidate in the name of protecting the company. They won't pass on everyone, but it's a long way to get there.
I think that having access to specialized legal council would have helped, but attorneys have a reputation of being expensive. I wish levels.fyi offered a legal service as well, in addition to their negotiation coaching service.
There is another strategy than asking them to remove it, though. Ask them to qualify it. I've done this in the past (a long time ago, mind you, and in the UK, where employers are still somewhat bound by decency as well as law). I was asked to sign an extensive NDA for a short period of employment, and I agreed, on the condition that I could decline to join any meeting that wasn't strictly related to the project I was hired on, and that the same NDA bound them when discussing my personal projects.