Recruiter here. When I coach candidates on salary negotiation, I always tell them that they are free to speak to the client directly about compensation if they want, but to keep in mind that any number they throw out puts a relatively hard cap on what I can get you. If you list 70K as your desired salary, chances are they will offer a bit less (sometimes, but rarely more), and it will be difficult for me to ask for 73 at that point.
Assuming you are not working with a recruiter, you don't have an intermediary or an agent in your negotiations other than yourself. Some of the examples above about insurance contribution being higher than expected or 401k or target bonus being lower than expected are possibilities. Being offered less vacation time that you currently have or than you expected is also an easy one, as vacation days have a quantifiable value (to spitball some numbers, there are 52 weeks x 5 = 260 weekdays/year, subtract say 10 holidays = 250 working days a year, so every 5 day week you work = 2% of salary).
The example about commute distance could make you look a bit unprofessional, as in most situations you probably knew the location of the job before you interviewed and applied for it. The other examples about asking for more bonus, extra vacation time, or to change the 401k vesting schedule are not entirely realistic in most cases. Larger companies will probably laugh at the suggestion, small companies may be able to accommodate bonus or vacation but probably not changing a 401k schedule.
One valid reason that some candidates will give to increase the requested compensation is a higher responsibility level or work expectation than you expected. Companies will know that if you apply for a job with say no leadership role and they ask you to lead a team, you may want to be compensated for that responsibility.